La littérature économique défend l'existence d'aides publiques à la R&D privée du fait des nombreuses externalités et distorsions qui conduiraient les firmes à sous-investir en R&D. La multiplication de ces aides à différents échelons territoriaux et l'apparition d'éléments plus contrastés concernant leur justification soulignent un besoin accru d'analyse de ces politiques et de leurs conséquences territoriales. L'objet de cette thèse est d'apporter de nouveaux éléments concernant la rationalité, les effets et l'efficacité des aides financières à la R&D privée.Le premier chapitre propose une discussion de la rationalité des aides financières à la R&D à partir de la littérature sur la croissance endogène et ses raffinements incluant une dimension géographique. Le décalage entre les approchesthéoriques et les approches empiriques concernant les origines et l'ampleur du sous-investissement des firmes en R&D fait plutôt ressortir l'hypothèse d'un sous-investissement limité et spécifique.Les chapitres 2 et 3 fournissent des analyses théoriques des effets dynamiques et spatiaux d'une politique centralisée de subvention à la R&D. Les résultats montrent que cette politique renforce la croissance économique, réduit les inégalitésterritoriales et améliore le bien-être global. Les bienfaits de ce type de politique sont non seulement dépendants de l'hypothèse retenue concernant les rendements de la R&D mais surtout des options retenues concernant le financement et l'allocation géographique des subventions. Le chapitre 4 fournit une analyse empirique de la capacité des aides financièresà la R&D à stimuler l'investissement privé en R&D, à partir d'un panel de pays de l'OCDE. Les résultats indiquent une sensibilité plus forte des investissements privés en R&D aux aides indirectes (incitations fiscales) qu'aux aides directes (subventions) et suggèrent l'existence d'effets de substitution entre ces deux types d'aides.

Organizations have had difficulty managing the performance of their knowledge work teams. Many of these troubles have been linked to antiquated or inadequate performance management systems along with a scarcity of empirical research on this important human resource initiative. These problems are magnified when managing the performance of research and development teams because greater ambiguity and uncertainty exists in these environments, while projects are unique and continually evolving. In addition, performance management in R&D has only recently been accepted as important while individuals in these settings are often resistant to teams. This study represented the first step in the process of understanding relationships between performance management practices and perceptions of performance in R&D work teams. Participants were 132 R&D team leaders representing 20 organizations that agreed to complete a survey via the Internet. The survey instrument was designed to examine the relationships between performance measurement, feedback, and reward processes utilized by teams in relation to measures of customer satisfaction, psychological and team effectiveness, and resource utilization and development. The most important level of performance measurement occurred at the business unit level followed next by the individual level while team level measurement was unrelated to team performance. A simple measurement system with three to seven performance measures focused on objective results, outcomes, and customer satisfaction appeared ideal. Team participation in the performance management process, most notably the process of setting performance measures, goals, and objectives was also important. The use of multiple raters, frequent performance appraisals, and frequent feedback were identified as meaningful. Specific types of rewards were unrelated to performance although some evidence suggested that business unit rewards were superior to team and individual rewards. It was speculated that R&D teams function more like working groups rather than real teams. The focus in R&D seems to be on business unit projects, products, or designs where the aggregate of individual and team contributions determine larger project outcomes.

Cette thèse s’intéresse à la gestion des résultats dans le cadre des entreprises innovantes. Elle est constituée de trois articles. Dans le premier, il s’agit d’examiner si les résultats des entreprises innovantes sont gérés et si le stade de développement des innovations influence cette gestion des résultats. Il apparaît que les résultats des entreprises innovantes sont gérés à la hausse. Cette gestion ne semble intervenir qu’au cours de l’activité d’innovation (c’est-à-dire lorsque les entreprises investissent en R&D) ; l’achèvement des innovations n’incitant pas les dirigeants à gérer les résultats. Partant de ce constat, nous nous demandons dans le deuxième article si (i) la comptabilisation des dépenses de R&D est utilisée comme une modalité de GR ou (ii) si l’activation de ces dépenses est une information comptable fiable. Nos résultats montrent que les dépenses de R&D sont activées pour gérer les résultats et plus précisément pour atteindre des résultats cibles. L’activation des dépenses de R&D est une information comptable fiable uniquement lorsque les dirigeants ne sont pas incités à atteindre des résultats cibles. Enfin, dans le troisième article, nous observons si les dirigeants des entreprises innovantes utilisent l’ajustement des dépenses de R&D en plus de leur activation pour atteindre les résultats cibles. Il apparaît que ces deux modalités de GR sont utilisées conjointement pour atteindre le bénéfice et les prévisions de résultat des analystes. En revanche, pour éviter une diminution du résultat, les dépenses de R&D sont soit ajustées soit activées. / This thesis deals with earnings management in the context of innovative companies. It consists in three articles. In the first, we examine whether the earnings of innovative firms are managed and if the stage of development of innovations influences this earnings management. Results show that the results of innovative firms are managed upward. This earnings management seems to occur only during innovative activity (i.e. when firms invest in R&D); the completion of innovations not incenting to manage earnings.Based on this observation, in the second article, we wonder whether (i) R&D expenditures are capitalized in order to manage earnings or (ii) whether the capitalization of these expenditures is reliable accounting information. Our results show that R&D expenses are capitalized in order to manage earnings and more precisely to meet earnings targets. R&D capitalization is reliable only when managers have no incentive to achieve earnings targets. Finally, in the third article, we examine whether managers use jointly the adjustment of R&D expenditures and their capitalization in order to beat earnings targets. Results show that managers use these two earnings management techniques to beat zero earnings and analysts earnings forecasts. However, R&D expenses are either capitalized or reduced to avoid a decrease of earnings.

Submitted by Fabricia Fialho Reginato (fabriciar) on 2015-08-25T00:20:17Z No. of bitstreams: 1 ElisaThomas.pdf: 2569705 bytes, checksum: ecf5d45598c2ad9923b46e4cc9811fe4 (MD5) / Made available in DSpace on 2015-08-25T00:20:17Z (GMT). No. of bitstreams: 1 ElisaThomas.pdf: 2569705 bytes, checksum: ecf5d45598c2ad9923b46e4cc9811fe4 (MD5) Previous issue date: 2014-05 / CAPES - Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / It has long been stated in the literature the effects of collaboration to innovation, especially regarding research and development (R&D) activities. However, these are dynamic empirical fields. Therefore theoretical approaches face constant challenges to understand and explain the new evidences. Due to the limited scope and scale of organizations to search and identify partners with complementary knowledge and resources, and to select those with potential to effectively cooperate for R&D, there is an increasing emergence of agents who provide these services in the market. Called intermediaries or brokers, they influence the interaction among organizations with the common goal of innovation. Still, the literature has reported that the intermediary may play an important set of functions for R&D projects not limited to the search of partners. This thesis is therefore mainly concerned with the influence of innovation intermediaries in the context of collaborative R&D projects, suggesting a conceptual framework on the role of intermediaries. The framework emphasises that R&D collaboration goes beyond dyadic relationships usually highlighted in the literature. The roles of intermediaries provide an important additional dimension in collaborative R&D projects. The empirical part of the thesis explored three case studies: Force for Elastomers, from the Federal University of Rio Grande do Sul in Brazil; the Orange Service Call and Reward project undertaken by the National Endowment for Science, Technology and the Arts (NESTA) for Orange; and the StarStream project from the University of Southampton, both in the United Kingdom. The results confirmed the influence of innovation intermediaries in most of the critical elements of a R&D project. The study advances the understanding of the influence of intermediaries for the beginning of a new project between partners. The analyses also show that intermediaries influence especially through the search for possible partners and the management of the relationship. However, the activities of research and knowledge production as well as activities of development and prototyping were not directly influenced by intermediaries. The stage after R&D, when the partners had reached positive results from activities, received a major influence from intermediaries who helped the firms to protect the inventions and to value and commercialize the new technology. Research outcomes still reveal that there is still a lack of measurements about intermediaries’ effectiveness and therefore firms involved in partnerships cannot fully evaluate their role.

La stratégie d'alliance est capitale pour la réussite et la survie des PME des secteurs de hautes technologies (PME-HT). Les partenariats R&D rentrent de plus en plus dans leur business models. Ainsi ce sont bien les PME de ces secteurs qui auraient besoin de développer une capacité d'alliance R&D, dans le sens où c'est une capacité organisationnelle qui permet à l'entreprise de gérer efficacement ses alliances R&D. Or ce concept de capacité d'alliance (CA) est majoritairement étudié dans un contexte de grandes firmes dans la mesure où elles disposent de managers spécialisés en alliances voire de départements alliances. Les PME quant à elles souffrent d'un manque structurel de ressources, notamment de ressources humaines et financières à allouer à l'activité de la gestion des alliances R&D. Pourtant l'innovation dans les secteurs de hautes technologies est portée principalement par les PME actives en gestion des alliances R&D. Notre objectif est d'explorer les pratiques de management des alliances R&D chez ces entreprises afin de répondre à la problématique suivante : Dans quelle mesure une PME de hautes technologies développe-t-elle une capacité d'alliance en R&D ? Nous comptons répondre à cette problématique en comparant les pratiques liées à la capacité d'alliance R&D des grandes firmes rapportées dans la littérature avec celles des PME de notre terrain de recherche. Egalement, nous mobilisons la théorie de la PME afin de lister les spécificités de ce type d'entreprises qui pourraient influencer leur capacité d'alliance. Nous avons étudié les pratiques managériales des PME du secteur des biotechnologies installées dans la région Languedoc-Roussillon. Nous avons sélectionné 20 entreprises parmi les 71 PME de biotechnologies languedocienne. Le critère de sélection a été la performance en matière d'alliances R&D et d'innovation technologique. Nous avons également étudié l'interaction de ces entreprises avec les acteurs du Système Sectoriel d'Innovation (SSI) du LR en ce qui concerne l'activité R&D. En somme, nous avons utilisé la méthode de l'observation non participante et de l'entretien semi-directif (un total de 39 entretiens).Nos résultats montrent que chez les PME-HT il existe deux types de capacité d'alliance en R&D : une CA individuelle et une CA organisationnelle. En l'occurrence dans les plus petites PME-HT seuls quelques individus ont développé cette capacité (dirigeant et responsable R&D. Quant aux autres PME plus âgées et de plus grandes tailles, la connaissance managériale liée à la CA est diffusée et stockée de manière collective dans la mémoire de l'entreprise. A la différence des grandes firmes, et dans les deux cas de figure, ces pratiques restent informelles et non institutionnalisées. Egalement, nous avons mis en évidence l'existence de la fonction informelle de chef de projet d'alliance R&D au sein de ces entreprises. Il s'agit d'un chercheur qui a développé un ensemble de compétences de chef de projet dans un contexte inter-organisationnel. Il s'agit principalement de connaissances en matière de DPI (Droit de Propriété Intellectuelle) et de montage de dossiers de financements publics.Enfin, certains aspects de la gestion des alliances R&D comme la prise de décision collégiale et le recours systématique au contrat comme mode de gouvernance des alliances constituent à nos yeux des facteurs de "dénaturation" de la PME de haute technologie par rapport à l'idéal-type de la PME. Dans un deuxième temps, nous discutons la nature même de la capacité d'alliance des PME de hautes technologies. Nos résultats permettent d'étudier en profondeur le lien entre le niveau individuel et organisationnel d'une capacité organisationnelle. / Alliance activity is a common practice in the high technology industries. Managing R&D alliances successfully is a major issue in such industries. Public policy makers in France announced that supporting high technology SMEs in managing their R&D alliances should become a standard practice among national and regional support agencies to business in the field of innovation activities. To contribute toward the goal of enhancing French high technology industries competitiveness we aim to study the R&D alliance management practices of SMEs within such industries. We are interested in the alliance capability of these firms as a strategic capability that allows the organizations to manage their alliances effectively. According to the state of the art, SMEs R&D alliance management practices are different from what you find at large companies. Presumably R&D alliance capability of high technology SMEs is expected to be different from large companies one. This assumption is based on the view that SMEs are characterized by a special organizational context which is different from large companies. Therefore our research problematic is to determine the extent to which, in high technology industries, SMEs develop a specific R&D alliance capability ? We plan to compare the state of the art concerning SMEs alliance capability with large companies' alliance management practices in high technology sectors. We choose to examine in particular the case of biotechnology SMEs because in this industry R&D alliances are very common practices and are critical to the survival of small firms. In order to comply with geographical and institutional embeddedness of innovation activities in this industry, we go one step further and study biotechnology SMEs from Languedoc Roussillon, a region in the south of France. A qualitative study was conducted in order to gather information about biotechnology SMEs practices concerning R&D alliances. We studied 20 companies ranked among the very successful in managing R&D alliances in the Languedoc Roussillon.Our results bring to light two different R&D alliance capability profiles within high technology SMEs : individual R&D alliance capability within smaller companies and organizational alliance capability within bigger SMEs. For the former companies, only some individuals develop managerial knowledge about R&D alliances, the persons in question are the CEO and/or an R&D top manager. They invested an enormous amount of time and resource in learning skills needed for the R&D alliance life cycle, such as project management tools, Intellectual Property Rights (IPR), budgeting, etc. The first person to succeed in developing this individual R&D alliance capability is the CEO. As soon as the R&D activity grows, he tries to delegate his authority over the R&D manager or any other top scientist. For this purpose he starts to coach any scientist that showed interest in developing managerial skills. We call this totally informal coaching process “one-on-one learning process”. Within bigger high technology SMEs, there are practices related to a “collective learning process” aiming to spread managerial knowledge to all the R&D team members. It remains non-formal and non-institutionalized process, since there is no managerial knowledge codification. Actually, all the knowledge is stored only in the company oral memory.We showed many differences in managing R&D alliances between SMEs and large firms in the biotechnology industry. However high technology SMEs use formal contracts as the main governance control of the alliance relationship. They are very careful about IPR formal negotiation and management. In addition to that they use project management tools to plan the alliance implementation stage and even include this planning in the alliance contract. This make us reconsider the hypothesis according to which biotechnology SMEs fit to the SME ideal-type in terms of R&D alliance management practices.

“Análise do processo de cooperação tecnológica universidade-empresa: um estudo exploratório" é um trabalho em que se demonstra como vem acontecendo a cooperação universidade - empresa no Brasil no campo da Ciência e Tecnologia, principalmente, do ponto de vista acadêmico. Para tal, foi efetuada uma pesquisa exploratória junto a três universidades que se destacam nesta área e três empresas que têm atuado em pesquisas conjuntas com estas instituições. Para o desenvolvimento da análise, foi elaborado um modelo conceitual básico em que foi adotada uma divisão do processo de cooperação em quatro partes constituintes: motivações, barreiras e/ou facilitadores, processo de cooperação em si e satisfação resultante. Através do estudo realizado, foi possível visualizar como o processo, em seu todo ou em função das partes constituintes, está se estabelecendo. Os resultados da pesquisa permitiram detectar como motivadores centrais, para as universidades, a realização de sua função social, a obtenção de conhecimentos práticos e a incorporação de novas informações aos processos de ensino e pesquisa; para as empresas, o acesso a recursos humanos com elevada qualificação e a resolução de problemas técnicos. Constatou-se também a existência de organizações e agentes intermediadores no processo de cooperação, sendo que este apresenta como principais instrumentos operacionais as relações pessoais informais e formais e os acordos com alvo definido. A pesquisa ainda evidencia os fundos governamentais de apoio à pesquisa como o principal facilitador existente no processo de cooperação universidade-empresa e as diferenças de nível de conhecimento entre as pessoas envolvidas, a burocracia destas instituições e a duração muito longa do projeto como sendo as mais marcantes barreiras. Indicando, por fim, que o processo tem gerado satisfação entre os participantes, o que é refletido no desejo de continuidade com pesquisas cooperativas pelas instituições. De posse dos resultados da pesquisa, desenvolveu-se um modelo para entendimento da cooperação entre universidades e empresas em universidades brasileiras, em que se observam os fatores ligados a motivações, barreiras, facilitadores, processo em si e satisfação resultante. O estudo se encerra com a indicação de algumas medidas de melhoria para o processo; como, por exemplo, redução da burocracia universitária, divulgação da imagem e potencial das universidades, ampliação das relações entre o setor empresarial e o universitário e a simplificação do processo de obtenção de fundos governamentais de apoio à pesquisa. / “Analysis of the university-enterprise technological cooperation peocess: an Exploratory study" is a study showing that there has been a university-enterprise cooperation in Brazil, especially in science and technology, from an academic point of view. In order to show this, exploratory research has been carried out involving three major universities in this area as well as three enterprises that have done some joint research together with them. To develop the analysis, a basic conceptual model has been designed which adopts a division of the cooperation process in four parts: motivation, constraints and/or facilitators, the cooperation process itself and the resulting satisfaction. By carrying out such a study it was possible to visualize how the process, as a whole or depending on its parts, has been established. The results of this study have allowed to detect, as central motivators to the universities, the performance of their social role, the acquisition of practical knowledge and the addition of new information to the teaching and researching processes; to the enterprises, such motivators have been detected as the access to highly qualified human resources and the solution to technical problems. It has also been found the existence of intermediate agents and organizations in the cooperation process, which has got formal and informal personal relationships as well as agreements with a definite target as its main operational tools. Furthermore, this study highligths government research funds as the main existing facilitator in the university-enterprise cooperation process and the university geographical location, the bureaucracy of such institutions as well as the lengthiness of the project as the most remarkable constraints. Finally, it points out that the process has generated satisfaction among participants, which is reflected by the desire of the institutions to continue carrying out cooperative research. Based on the results of this study, a model to understand the cooperation between universities and enterprises at Brazilian universities has been developed, in which one can notice the factors linked to motivation, constraints, facilitators, the process itself and the resulting satisfaction. To conclude, the study indicates some measures to improve the process such as reduction of university bureaucracy, promulgation of university image and potential, an improvement on the relations between universities and enterprises, and a simpler process to get government research funds.

The convex pay-off structure of executive stock options (ESO) incentivizes CEOs to increase their firm stock-return volatility, thereby increasing their wealth in option portfolio. In this paper, I address two research questions. I first test if this managerial incentive induces executives to take on more risky projects in R&D that increases stock- return volatility, hence, boosting their personal wealth. I derive vega to measure managerial incentive, and vega is a dollar change in ESO for a 0.01 change in stock- return volatility. I find that there is a positive and statistically significant relationship between vega and R&D investment, which suggests that managers whose wealth is closely tied to stock options are more incentivized to invest in risky R&D projects to increase their wealth and stock-return volatility. This result is statistically significant and robust after adjusting for inflation and controlling for firm and industry-fixed effects. With this finding, I proceed to test if managerial risk-taking incentive for R&D investments translate to future earnings. Lev and Sougiannis (1996) establish that future earnings is a function of both tangible and intangible assets, and R&D increases with firm’s subsequent earnings. Since R&D spending changes with managerial incentive, I test if the interactive variable of vega and R&D has a positive effect on firm’s future earnings. I find that managerial incentive for undertaking R&D investments has a positive and statistically significant association with future earnings under industry-fixed effects specifications. When controlling for firm-fixed effects, the result yielded similar results to that of industry-fixed effects, but with less statistical significance. Lastly, for robustness check, I run the regression with a balanced panel data of tenured-CEOs, who stay with the firm for five years. I find that the result is positive and statistically significant for industry-fixed effects. However, for firm-fixed effects, I only find statistical significance at year t+k (k=3). This suggests that the realization of R&D investment to future earnings is not prevalent throughout all years when R&D decisions are made by incentivized, long-standing CEOs.

This paper examines the effect of Business Tax to Value-Added Tax Reform (B2V Reform) of 2016 on the tax burden and research and development activities of High and New Technology Enterprises (HNTEs) in China. The initial hypothesis is that the B2V reform decreases tax burdens and encourages R&D activities of HNTEs. After analyzing the data from the Shanghai Stock Exchange High and New Technology Enterprise Index, however, it is found that the Reform does not significantly affect either the tax burdens or the R&D activities. Subsequent research reveals several explanations for the discrepancy, including firms’ labor-heavy capital structures for which labor costs do not qualify for value-added tax deductions as well as the issue of unused tax deductions from fixed asset purchases. This study informs policy makers how to revise and improve the reform to benefit high-tech companies with labor-intensive capital structures and others with significant upfront investment costs.

傳統Heckscher-Ohlin 理論認為要素稟賦之差異形成各國相對比較利益 貿易型態乃因而決定。綜觀國際經濟現況，技術創新對於國際貿易的影 響 益重大，本研究為納入此一論點，乃就傳統之H-O模型中，加入一R&D 部門試圖推衍一較完整之理論模型，可兼顧技術創新對國際貿易之影響與 一般衡之完整性：為顧及一般均衡，R&D 部門以預期值來處理，使得本文 得以用靜態分析來探討相關議題。在強調R&D 特性--外部性(外溢效果、 競爭效果)及不確定性之際，本研推導出納入研發部門時之一般均衡分析 ，並適時與傳統貿易理論相對照，觀察R&D 部門之影響程度。進而著重於 研發部門之討論，探究保護措施及他產業之特性對其規模之影響，以及各 國如何選定最適保護智慧財產權的策。

Le pilotage des projets d'innovation en rupture est une problématique qui traverse les organisations. Les outils d'évaluation devraient être considérablement différents des outils traditionnels de gestion de projet en raison de l'incertitude multidimensionnelle des activités. Toutefois, la littérature montre que les entreprises utilisent des méthodes classiques de suivi, même pour l'innovation de rupture. Basée sur une recherche intervention de trente mois à l'Amont de Renault, cette thèse analyse les insuffisances des outils traditionnels, et propose une approche nouvelle et des instruments adaptés. En partenariat avec les équipes R&D, la recherche fournit un diagnostic des pratiques traditionnelles d'évaluation des projets. Nous montrons deux limites majeures : a) les approches se concentrent sur l'évaluation économique et stratégique des projets, à l'exclusion des mécanismes d'engagement des acteurs internes, b) la plupart des méthodes d'évaluation traite les incertitudes de façon exogène. Ces regards conduisent à un modèle de pilotage combinant trois axes de valeur du projet : 1. l'usage conditionnel de l'analyse économique suivant les risques, les opportunités et la maturité de l'innovation ; 2. la qualification des enjeux stratégiques de l'innovation et du pilotage associé ; 3. le suivi de l'impact organisationnel et des mécanismes d'adhésion des partenaires internes. Si les points 1 et 2 s'appuient sur l'existant, le modèle d'adhésion évolutif a peu d'équivalent dans la littérature et les pratiques. Il explicite pourtant les évolutions différenciées des projets dans l'organisation. Le modèle a été mobilisé pour le processus de pilotage déployé en 2009 dans l'entreprise.