Jesús Galende

Internal factors determining a firm's innovative behaviour

Abstract The present paper investigates the determinant factors in the organisation of a firm’s innovative activities. Set within a theoretical framework combining evolutionary theory and the resource-based view of the firm, the study includes an original proposal to characterise the innovative process and determines the extent to which a firm’s internal resources and factors explain the innovative process. By applying the econometric analyses techniques to a sample of 152 Spanish innovative companies, empirical findings confirm the existence of interesting relations between internal factors and the innovative process.

The intervening effect of business innovation capability on the relationship between Total Quality Management and technological innovation

The growing diffusion and acceptance in the business world of Total Quality Management (TQM) has attracted greater interest on the part of academia. Although fundamental questions focus on how the different dimensions of TQM can bring about better business performance, a more recent recurring issue pertains to the relationship between TQM and technological innovation and whether technological innovation might provide a source of competitive advantage. Unfortunately, from both theoretical and empirical perspectives, the relationship between TQM and technological innovation appears contradictory and complex. This paper argues that the relationship might be better understood from the contingent perspective of strategic management and thus proposes a multidimensional intervening variable in the relationship, called Business Innovation Capability (BIC). An empirical study of 105 Spanish industrial firms reveals that the effect of some business practices suggested by TQM on technological innovation can be better understood when BIC dimensions are taken into account.

An analysis of the relationship between total quality management-based human resource management practices and innovation

Innovative management models consider human resources to be a key dimension in the innovation process and its performance. In particular, the knowledge of the people making up the staff and their creativity is fundamental. However, scant study has been made of what specific type of policies and practices in human resource management fosters better knowledge, attitudes and behaviour in the staff that will lead to the best performance in innovation. This paper studies the relationship between the policies and practices of human resource management from the viewpoint of total quality management and performance in innovation. Specifically, it is argued that there is a direct relationship, as well as a possible moderating effect, of strategic orientation towards innovation. An empirical study made of 106 Spanish industrial firms found no evidence of this moderating effect, although it did find evidence of a direct relationship and, in particular, of the positive effects of teamwork on technological innovation.

Determinant factors of international development: some empirical evidence

Building on previous literature, proposes a theoretical approach to the study of the factors affecting the major decisions related to the internationalisation process of firms. Provides some empirical evidence through the study of a group of newly internationalised companies in one of the less industrially developed regions of Spain. Uses a descriptive methodology to rank a literature‐based list of factors according to their relevance for the decisions to internationalise, to choose a form to do so and to select a destination. The results contribute to determining which capabilities and governmental policies should be primarily developed to promote the global strategies and international success of firms.

Innovation in public-private partnerships (PPPs): the Spanish case of highway concessions

This article identifies the factors that determine innovation in transport PPPs in Spain. Innovation is an important way of achieving efficiency but it is not an intrinsic characteristic of PPP projects. The authors describe the multiple regression model they devised to estimate innovation. The results show that PPP contracts can be designed to maximize innovation in R&D. However, there does not appear to be greater innovation in any other areas. The information provided has important implications for public service organizations considering new contracts with the private sector.

The appropriation of the results of innovative activity

The aim of this paper is to analyse the five fundamental alternatives within reach of the innovator for achieving a better appropriation of the results of technological activity. These are patents, industrial secret, cost and time for imitation, continuous innovation and complementary resources. We seek to contrast which factors determine the firms choice of one method or another. By applying a model and different working hypotheses to a sample of 152 Spanish innovative firms, we establish how and to what degree the Spanish firms protect their technology and which resources and innovative characteristics determine the firms choice of method of appropriation of innovative results.

Surviving downsizing and innovative behaviors: a matter of organizational commitment

Purpose - – The purpose of this paper is to analyse the simultaneous effects of perceived job insecurity and organizational commitment on the innovative behavior of workers in an announced downsizing environment. Design/methodology/approach - – The authors suggest and empirically test a model using the case of a firm, an innovative high technology firm, in a downsizing process. Findings - – The results show an indirect effect of job insecurity on innovative behavior, through organizational commitment. Research limitations/implications - – First, the paper only examined one firm. Although the firm is a large multinational firm it may have a specific organizational culture and a track record that generates some idiosyncratic feelings in face of downsizing. Second, the context of knowledge-intensive firms limits the scope of the study, although it is reasonable to suggest that these firms are more dependent on employees’ innovative efforts for competitive advantage. Practical implications - – This study is a contribution to the HRM practitioners in a tense and delicate worldwide restructuring situation. The outcomes experienced by those who remain – the survivors – are important for the future competitive capabilities of firms post-downsizing. Social implications - – Thus, it seems that organizational commitment directly and positively determines workers’ innovative behavior and that organizational commitment is impacted by job insecurity in an announced downsizing environment. It is, essentially, an affective commitment and job insecurity is more affected by a perceived threat to one’s total job. Originality/value - – A downsizing strategy warrants that the full impact on firms’ ability to innovate be assessed.