تأثیر رفاه کارکنان بر عملکرد نوآوری
ترجمه نشده

تأثیر رفاه کارکنان بر عملکرد نوآوری

عنوان فارسی مقاله: تأثیر رفاه کارکنان بر عملکرد نوآوری: شواهدی از شرکت های تولید کننده چین
عنوان انگلیسی مقاله: The impact of employee welfare on innovation performance: Evidence from China’s manufacturing corporations
مجله/کنفرانس: مجله بین المللی اقتصاد تولید – International Journal of Production Economics
رشته های تحصیلی مرتبط: مدیریت
گرایش های تحصیلی مرتبط: مدیریت کسب و کار
کلمات کلیدی فارسی: شرکت های تولید کننده، عملکرد نوآوری، رفاه کارکنان، تجزیه و تحلیل اثر واسطه ای
کلمات کلیدی انگلیسی: Manufacturing corporations، Innovation performance، Employee welfare، Mediating effect analysis
نوع نگارش مقاله: مقاله پژوهشی (Research Article)
نمایه: Scopus – Master Journals List – JCR
شناسه دیجیتال (DOI): https://doi.org/10.1016/j.ijpe.2020.107753
دانشگاه: School of Finance, Yunnan University of Finance and Economics, Kunming, China
ناشر: الزویر - Elsevier
نوع ارائه مقاله: ژورنال
نوع مقاله: ISI
سال انتشار مقاله: 2020
ایمپکت فاکتور: 6.344 در سال 2019
شاخص H_index: 155 در سال 2020
شاخص SJR: 2.475 در سال 2019
شناسه ISSN: 0925-5273
شاخص Quartile (چارک): Q1 در سال 2019
فرمت مقاله انگلیسی: PDF
تعداد صفحات مقاله انگلیسی: 20
وضعیت ترجمه: ترجمه نشده است
قیمت مقاله انگلیسی: رایگان
آیا این مقاله بیس است: بله
آیا این مقاله مدل مفهومی دارد: ندارد
آیا این مقاله پرسشنامه دارد: ندارد
آیا این مقاله متغیر دارد: دارد
کد محصول: E14876
رفرنس: دارای رفرنس در داخل متن و انتهای مقاله
فهرست انگلیسی مطالب

Abstract


۱٫ Introduction


۲٫ Literature review and hypothesis development


۳٫ Sample selection and methodology design


۴٫ Empirical results and robustness checks


۵٫ Conclusions


Acknowledgements


Appendix A.


Appendix B. Supplementary data


Research Data


References

نمونه متن انگلیسی مقاله

Abstract


A large amount of literature has addressed the significant effects of some internal and external factors on corporate innovation performance. However, no research in the field of production economics focuses on the plausible impact of employee welfare on innovation performance of manufacturing corporations. Using a large sample data from Chinese listed manufacturing corporations over the period of 2010–۲۰۱۷, this study investigates whether and how employee welfare affects corporate innovation performance. We find that manufacturing corporations with higher employee welfare have better innovation performances measured by three categories of patent applications and this positive relationship is mainly reflected in the level of quality of innovation but not in the quantity of it. Then, various robustness checks further show that our results are not biased by alternative measures of innovation performance or employee welfare through different regression methods. In addition, the channel tests show that the positive impacts of employee welfare on innovation performances in China’s manufacturing corporations are mainly achieved by retaining outstanding employees, attracting positive media reports and increasing inventor (R&D) efficiency. Finally, we test the validity of three impact channels by using mediating effect analysis and further confirm our conclusions.


Introduction


Innovation performance and its influence factors in manufacturing corporations are very important issues in the field of production economics (Zeng et al., 2017; Escrig-Tena et al., 2018). As the “engine of driving revenue growth” (Patterson, 1998) and “the cornerstone of organizational survival” (Hurley and Hult, 1998), innovation is also a hot practical topic for policy makers and corporation managers. For the reason that manufacturing corporations are the core and main body of the national innovation system, it is extremely important to promote innovation performance in manufacturing corporations to achieve and maintain significant economic growth and development. Many external and internal factors that can affect corporate innovation have discussed in recent researches. For example, on the one hand, analyst pressure (Guo et al., 2019), national policies (Gu and Zhang, 2017), competitive environment (Aghion and Howitt, 2005; Lunn, 1986), litigation risk (Yue et al., 2015) are well recognized external factors related to corporate innovation performance. On the other hand, corporate size (Scherer, 1965), equity incentives (Chang et al., 2015), internal pay dispersion (Ederer and Manso, 2013), and management characteristics (Song et al., 2010), are also taken as important internal drivers for innovation performance. Specifically, in the field of production economics, the effects of hard and soft quality management (SQM and HQM) as well as human capital development on innovation performance are well addressed in recent years (see Zeng et al., 2017; Escrig-Tena et al., 2018; Hong et al., 2019; Ma et al., 2019 and among others).

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