Browsing by Author "O’Kane C"

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    How scientists interpret and address funding criteria: value creation and undesirable side effects
    (Springer Science+Business Media, LLC, 2023-08) O’Kane C; Zhang JA; Haar J; Cunningham JA
    Scientists and funding bodies are interdependent actors involved in an ongoing two-way signalling interaction; however, we lack insight on the social mechanisms underpinning this interaction. To address this issue, we examine how successfully funded scientists interpret and address criteria set by the funding body to maximise their chances of funding success. We also consider the possible adverse side effects that can arise from scientists’ competitive efforts to address these criteria. Our findings identify a portfolio of funding criteria—research feasibility, research alignment and team credentials—that scientists address when preparing grant applications. Effectively addressing these criteria enhances the prospects of funding success and value creation. However, we also find that scientists can over-address funding criteria, which is counterproductive and yields undesirable side effects. Our research therefore makes an important distinction between the possibilities for value creation and the value creation frictions that can unintentionally arise based on how grant-submitting scientists interpret and address the criteria signalled by the funding body. Our research has implications for policymakers, funding bodies and scientists which we also discuss.
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    Understanding New Zealand firm innovation: exploring human resource factors by firm size and strength
    (Taylor and Francis Group on behalf of the Royal Society of New Zealand, 2024) Haar J; O’Kane C
    Firm innovation is of vital importance to New Zealand’s economy, but we understand little about how different human resource (workforce) factors influence innovation approaches (product/services innovation, process innovation, and innovation speed). We explore three human resource (HR) factors: workforce knowledge, skills, and abilities (KSAs), workforce attraction, and workforce retention, using a sample of New Zealand private sector firms (n = 402). Regression analysis shows all HR factors are significant predictors of all innovation approaches. Further analysis shows workforce KSAs is dominant towards product/service innovation, workforce attraction is dominant towards process innovation, and workforce retention is dominant towards innovation speed. Moderating effects by firm size are found showing small-sized firms out innovate large-sized firms when workforce KSA are high, despite small-sized firms having, on average, weaker HR factors and innovation approaches than large-sized firms. We highlight the organisational implications across small–and large-sized firms.