Society's concern over the negative impact of business activities on the natural environment has significantly increased and, as a result, environmental regulations have grown considerably both in number and scope. As these policies affect businesses and their competitive environment, firms are interested in shaping the nature of such legislation through corporate political activities (CPAs). This thesis investigates the CPAs of MNEs in the automotive industry that are directed towards environmental regulations in the EU. Using the resource-based view as its theoretical framework, it investigates six research questions that address the characteristics, determinants and consequences of these CPAs in relation to three regulatory areas (pollutant emissions, CO2 emissions and end-of-life vehicles). Case study analysis is based on 71 interviews with stakeholders from the automotive industry (the entire population of 11 MNEs from the Triad regions that are politically active in Brussels) and related industries, EU institutions and civil society organisations, representing the societal triangle (market, state, civil society). The thesis finds that the 11 automotive firms engage in CPAs to inform policymakers, and because of the impact that regulations have on their businesses. Whilst the firms attempt a cooperative approach, in reality this is not always the case: whereas individual company and association activities should lead to a united voice, this does not occur when it comes to important company-specific technologies and particular environmental policies. These regulations are viewed by companies as both a costly burden and as opportunities, though non-corporate respondents perceive that MNEs see them only as costs. The main (political) resources and competences used in CPAs are found to be human resources (including the related resources of expertise, contacts, trust and reputation, i.e. social capital), and technological resources. Regulations and the technological resources influencing CPAs are directly and uniquely linked to the product portfolios of MNEs. These differences in technological resources and product ranges account for most of the variance in MNEs‟ CPAs rather than the respective countries of origin within the Triad.

Internationalisation theories and other aspects of this phenomenon have been investigated by researchers to a large extent with respect to MNCs, MNEs and SMEs. However not very much attention has been devoted to the study of the internationalisation of family firms and factors influencing this process. Specifically, in the current era of the third wave of internationalisation, where firms from emerging country markets are internationalising, there has not been sufficient research to investigate, how, when, and why family firms from an emerging country market such as South Africa internationalise. Family firms in South Africa contribute significantly to the economic developments of their nation. They form 80% of businesses within the country and 60% of the firms listed on the Johannesburg Stock Exchange. Therefore, research into the internationalisation of these family firms will not only be beneficial to the South African family businesses investigated, but it will also add valuable knowledge and insight to the internationalisation phenomenon with respect to the nation’s family firms. This study sets out to fill this gap by examining and explaining the internationalisation of South African family firms, and identifying the possible lessons that could be learnt from the internationalised South African family firms by their not yet internationalised counterparts. This research was conducted through a qualitative case study of six South African family firms, out of which three have internationalised and three are yet to internationalise. Face-to-face interviews conducted with the owners and managers, as well as secondary sources of data formed the base of the empirical data analysed. The interview questions were grouped under the concepts of family impact, decision-making, business networks and culture. These concepts were examined and their impact on internationalisation explained. The researchers conclude that chance played the most important role in the internationalisation of the firms. The chance to internationalise however, was made available to these firms through their business networks.

The purpose of the thesis was to identify the tech startups main organizational resources and capabilities received from the Stockholm cluster. Correspondently, how those encourage to sustained competitive advantage internationally. The aim was to ensure a deeper understanding with a qualitative research method with a multiple case study and an abductive approach. The empirical findings were based on seven case companies that were committing within the tech sector and were internationalized. Further, the literature review takes off with the definition of the segment, namely the tech startups followed by industrial cluster, the network - and social network theory, the Resource-based view with concertation on the different firms’ resources, the VRIO framework, and capabilities, and thereby internationalization including international competitiveness. The conceptual framework has illustrated the correlation between investigated variables, mentioned above. Moreover, the empirical findings chapter was constituted of primary data presented by the seven companies. The analysis was established on the basis of the three voices, which are theoretical, empirical and authors to examine contrast and correlation with each other. The analysis part was followed by a conclusion chapter that presented the main findings/conclusions, thus answered the research question. In addition, the chapter provided with implications, , limitation and recommendations for future research.   The findings displayed that the main organizational resources and capabilities obtained from Stockholm consist of human and financial capital, alliances and relationships, innovation/technology and reputation. However, they are only three of them that bring sustained competitive advantage, which are the human capital, alliance and relationships, and reputation capability.

Bakgrund: Utifrån HR-transformationen har HR-funktionen samt HR-chefer fått en ny inriktning. Istället för att vara omvårdande och administrativa ska de vara mer värdeskapande, strategiska och effektiva. I och med detta har även rollerna för HR förändrats där förväntningarna samt vad HR bör fokusera på i sitt arbete har blivit otydligt. Detta har i sin tur skapat ett legitimitetsproblem för HR som blivit speciellt påtagligt i ledningsgruppen, där HR-chefer nu ska verka som en strategisk business partner. Det kan finnas olika orsaker till varför detta legitimitetsproblem existerar i praktiken på den svenska arbetsmarknaden. Dock finns det bristande forskning kring HR-chefers legitimitet i ledningsgrupper i Sverige samt hur de upplever sin legitimitet. Syfte: Syftet med studien är att få en förståelse för hur HR-chefer i praktiken ser på deras legitimitet samt hur de tror att den eventuellt kan stärkas. Vidare är syftet att undersöka ifall HR-chefer använder sig utav mätverktyg gällande de mänskliga resurserna som hjälpmedel för att erhålla legitimitet. Metod: Studien har genomförts med en kvalitativ samt abduktiv metod där intervjuer har använts som datainsamlingsmetod. Det är 10 stycken HR-chefer som intervjuats från olika branscher med olika typer av erfarenheter. Vald metod grundar sig i att studien är ämnad att fokusera på att få en djupare förståelse för valt problemområde, snarare än att försöka hitta lösningar på problemformuleringen. Slutsats: Studien har resulterat i att HR-chefer generellt sett inte upplever att de har bristande legitimitet i vare sig sin yrkesroll eller i ledningsgruppen. Vidare har studien bidragit med en förståelse för att mätverktyg gällande de mänskliga resurserna faktiskt kan fungera som ett hjälpmedel till HR-chefer för att de ska erhålla eller stärka sin legitimitet. Studien har dessutom lyft fram andra faktorer som har visat sig ha en positiv inverkan på legitimiteten där kommunikation, visa sitt värde samt att vara insatt i hela verksamheten tas upp som exempel. / Background: After the HR transformation, the HR function and HR managers should be more strategic, effective and creating more value than being only an administrative function like they were before. Based on this new alignment the expectations and what the HR function should focus on have become unclear. In turn, this have created a legitimacy problem for HR and have also affected them in their ambition to become a strategic business partner in company’s boardrooms. There could be different reasons to why this legitimacy issue exists on the Swedish work market. However, are the research about HR managers legitimacy in boardrooms in Sweden and their experience around their own legitimacy insufficient. Purpose: The purpose of this study is to gain an understanding of how HR managers in practice look at their legitimacy and how they believe it can be strengthened. Furthermore, the purpose is to investigate whether HR managers use measuring tools regarding human resources in their ambition to obtaining legitimacy. Method: The study has been conducted with a qualitative and abductive method, where interviews have been used as a data collection method. 10 HR managers have been interviewed from different industries with different types of experiences. The chosen method is based on the study’s focus, which is to gain a deeper understanding of the chosen problem area, rather than trying to find solutions to the problem. Conclusion: The result of this study indicate that HR managers generally do not feel that they have a lack of legitimacy in either their professional role or in the company’s boardroom. Furthermore, the study has contributed to an understanding that measuring tools regarding human resources can function as a tool for HR managers in their ambition to obtain or strengthen their legitimacy. The study has also highlighted other factors that have proved to have a positive impact on the legitimacy where communication, showing their value and having knowledge about the entire business are addressed as examples.

Esse trabalho se propôs a preencher uma das lacunas teóricas apontadas na Visão Baseada em Recursos (RBV): a origem dos recursos que garantem desempenho superior para as empresas conforme proposta de pesquisa de Barney, Ketchen e Wright (2011) e Maritan e Peteraf (2011). A RBV é uma teoria que sustenta que o desempenho superior obtido por algumas organizações é resultado da posse e exploração de recursos valiosos e imperfeitamente móveis, isto é, difíceis de serem adquiridos ou copiados pelos concorrentes. Há inúmeros trabalhos que testam e validam a causalidade entre a posse ou quantidade de um recurso específico com o desempenho organizacional. Conforme proposta metodológica de Rouse e Daellenbach (1999), de que pesquisas em RBV devem selecionar empresas que compartilham os mesmos fatores de produção e disputam mercados semelhantes, foi selecionada uma indústria específica para análise de como um recurso chave nessa indústria é desenvolvido. A seleção do recurso para estudo se baseou na proposta de Newbert (2007) sobre o enquadramento desse recurso nos pressupostos da RBV. A indústria escolhida foi a do futebol profissional. O recurso escolhido para compreensão foi a torcida de um clube. A partir dessa escolha, fundamentada em dados e premissas, foram formulados os seguintes objetivos de pesquisa: levantar quais fatores são relevantes na escolha do indivíduo por um clube de futebol para torcer, verificar a importância desses fatores na decisão do indivíduo e verificar qual a predominância dos fatores sob controle da organização na escolha do indivíduo. O primeiro objetivo foi cumprido com uma pesquisa qualitativa, cujo método empregado foi a teoria fundamentada. A partir do modelo proposto na fase qualitativa, os demais objetivos foram cumpridos com a utilização de modelos de regressão logística e análise discriminante. Nesses modelos, a variável dependente era categórica (time escolhido para torcer) e as variáveis independentes foram composição familiar, lealdade familiar - medida de acordo com o constructo de Funk e James (2001), personalidade de marca dos clubes, desempenho esportivo dos clubes, qualidade dos jogadores e exposição dos clubes. Mostraram-se mais relevantes as variáveis relacionadas à família do indivíduo, sendo o desempenho esportivo também uma variável capaz de influenciar a escolha do indivíduo. Os resultados do trabalho atestam a existência de limites de competição ex ante e ex post por esse recurso, evidenciando que clubes com posição inferior desse recurso devem aumentar consideravelmente seu desempenho esportivo para acumular quantidades desse recurso, devido ao efeito de massa existente. / This thesis aimed at filling a literature gap indicated in Resource Based View: the development of resources that lead to superior performance. According to research propositions by Barney, Ketchen & Wright (2011) and Maritan & Peteraf (2011). RBV is a management theory that sustains that superior performance is due to ownership and use of valuable and imperfect mobile resources, that is, resources that cannot by aquired or imitated by competitors. There are several research papers testing and validating the causality betweeen ownership or superior quantity of an specific resource and organizational performance. Following research design proposal by Rouse & Daellenbach (1999), in which RBV researches must select firms that share the same production factors and compete in similar markets, it was selected an specific industry to analyze how a key resource in this industry is developed. The resource selection for this research was based on Newbert\'s (2007) proposal about how a resource can be framed in RBV foundations. Chosen industry was professional football. The chosen resource was clubs\'s fans base. From this research choice, based on data and assumptions, research objectives were formulated: reveal which factors are relevant on individual\'s choice of a football club to be a fan, verify importance of this factors on individual\'s decision and examine preponderance of factors under organizational\'s control. First research objective was completed with a qualitative research, based on grounded theory method. From proposed model on qualitative phase, later objectives were accomplished using logistic regression and discriminant analysis models. On this models, dependent variable was nominal-qualitative (chosen football club to be a fan) and independent variable were family composition, family loyalty - measured with Funk & James (2001) construct, clubs\'s brand personality traits, sport performance, players quality and club media exposition. Most relevant factors were Family related variables, being sport performance also capable of influence fan choice. Research results indicate ex ante and ex post limits to competition, highlighting that clubs with an inferior resource position must considerable elevate its sport performance to accumulate more quantity of this resource, due to existent mass effect.

O objetivo desta pesquisa é entender como se dá a relação entre fatores humanos e práticas de gestão de baixo carbono sob a perspectiva da Visão Baseada em Recursos (VBR) no setor de biodiversidade, por meio da realização de survey e estudo de múltiplos casos. Assim, a seguinte problemática de pesquisa é elaborada: qual é a relação existente entre fatores humanos críticos de sucesso e a adoção de práticas de gestão de baixo carbono (sendo a Visão Baseada em Recursos o pano de fundo na análise)? A análise quantitativa (por meio da Modelagem de Equações Estruturais) evidenciou que as três ramificações da hipótese principal foram aceitas - sendo que a primeira com maior coeficiente que a segunda; e a segunda com maior coeficiente que a terceira. Dessa forma, observou-se que os fatores humanos influenciaram mais as práticas de gestão de baixo carbono de produto; em segundo lugar, as práticas de processo; e por fim as práticas de logística. A pesquisa qualitativa baseou-se na estratégia de múltiplos casos, com foco principal na relação entre os fatores humanos críticos de sucesso e a adoção (evolução) das práticas organizacionais de gestão de baixo carbono. Os resultados evidenciaram que as empresas se encontram em diferentes estágios de maturidade em relação às práticas organizacionais de gestão de baixo carbono, variando desde o estágio mais alto até o mais baixo. Verificou-se que a intensidade (de presença) dos fatores humanos críticos de sucesso foi maior à medida que a organização possuísse maior adoção de práticas de gestão de baixo carbono / The aim of this research is to understand the relationship between human factors and low carbon management practices from the perspective of the Resource Based View (VBR) in the biodiversity sector, through a survey and multiple cases study. Thus, the following research question is proposed: what is the relationship between human critical success factors and the adoption of low carbon management practices (Resource Based View as the background to the analysis)? The quantitative analysis (through Structural Equations Modeling) showed that all the three ramifications of the main hypothesis were accepted - the first one having a higher coefficient than the second one; and the second one with a higher coefficient than the third one. Thus, it was observed that the human factors influenced more the low carbon management practices of product; secondly, the process practices; and finally the logistics practices. The qualitative research was based on multiple case approach (6 cases), with a main focus on the relationship between critical human success factors and the adoption (evolution) of low carbon management organizational practices. The results showed that companies can be placed at different stages of maturity in relation to organizational practices of low carbon management, ranging from the highest to the lowest stage. It was found that the intensity of critical human success factors was greater as the organization had more adoption of low carbon management practices

O objetivo desta pesquisa é entender como se dá a relação entre fatores humanos e práticas de gestão de baixo carbono sob a perspectiva da Visão Baseada em Recursos (VBR) no setor de biodiversidade, por meio da realização de survey e estudo de múltiplos casos. Assim, a seguinte problemática de pesquisa é elaborada: qual é a relação existente entre fatores humanos críticos de sucesso e a adoção de práticas de gestão de baixo carbono (sendo a Visão Baseada em Recursos o pano de fundo na análise)? A análise quantitativa (por meio da Modelagem de Equações Estruturais) evidenciou que as três ramificações da hipótese principal foram aceitas - sendo que a primeira com maior coeficiente que a segunda; e a segunda com maior coeficiente que a terceira. Dessa forma, observou-se que os fatores humanos influenciaram mais as práticas de gestão de baixo carbono de produto; em segundo lugar, as práticas de processo; e por fim as práticas de logística. A pesquisa qualitativa baseou-se na estratégia de múltiplos casos, com foco principal na relação entre os fatores humanos críticos de sucesso e a adoção (evolução) das práticas organizacionais de gestão de baixo carbono. Os resultados evidenciaram que as empresas se encontram em diferentes estágios de maturidade em relação às práticas organizacionais de gestão de baixo carbono, variando desde o estágio mais alto até o mais baixo. Verificou-se que a intensidade (de presença) dos fatores humanos críticos de sucesso foi maior à medida que a organização possuísse maior adoção de práticas de gestão de baixo carbono / The aim of this research is to understand the relationship between human factors and low carbon management practices from the perspective of the Resource Based View (VBR) in the biodiversity sector, through a survey and multiple cases study. Thus, the following research question is proposed: what is the relationship between human critical success factors and the adoption of low carbon management practices (Resource Based View as the background to the analysis)? The quantitative analysis (through Structural Equations Modeling) showed that all the three ramifications of the main hypothesis were accepted - the first one having a higher coefficient than the second one; and the second one with a higher coefficient than the third one. Thus, it was observed that the human factors influenced more the low carbon management practices of product; secondly, the process practices; and finally the logistics practices. The qualitative research was based on multiple case approach (6 cases), with a main focus on the relationship between critical human success factors and the adoption (evolution) of low carbon management organizational practices. The results showed that companies can be placed at different stages of maturity in relation to organizational practices of low carbon management, ranging from the highest to the lowest stage. It was found that the intensity of critical human success factors was greater as the organization had more adoption of low carbon management practices

Submitted by JOSIANE SANTOS DE OLIVEIRA (josianeso) on 2017-06-07T13:19:26Z No. of bitstreams: 1 Vanessa Martins Pires_.pdf: 1163427 bytes, checksum: 4521fbda836fd40517b07ea640abc55a (MD5) / Made available in DSpace on 2017-06-07T13:19:26Z (GMT). No. of bitstreams: 1 Vanessa Martins Pires_.pdf: 1163427 bytes, checksum: 4521fbda836fd40517b07ea640abc55a (MD5) Previous issue date: 2017-03-21 / Nenhuma / A administração estratégica fundamentalmente visa compreender os fatores explicativos para a heterogeneidade no desempenho organizacional. As abordagens teóricas em administração estratégica buscam atender a tal fim, considerando fatores externos às organizações, como o posicionamento estratégico e as características da indústria e fatores internos, como os recursos, as capacidades e as competências. Entendendo que grande parte do desempenho organizacional tem sido explicado por fatores internos, utilizou-se a Visão Baseada nos Recursos (VBR) como abordagem teórica nesta pesquisa. A VBR pressupõe que a posse de recursos estratégicos proporciona um desempenho superior. Os recursos organizacionais podem ser tangíveis ou intangíveis, sendo que a segunda tipologia tem sido reconhecida como direcionadora do desempenho organizacional, configurando-se como objeto desta pesquisa. A literatura que explora a relação entre os recursos intangíveis e o desempenho organizacional apresenta limitações, as quais suscitam alguns avanços, dentre eles: a) analisar os recursos intangíveis em conjunto; b) considerar mais de uma organização como unidade de análise; c) contemplar dados longitudinais; d) utilizar uma abordagem multidisciplinar; e e) explorar como os recursos intangíveis geram valor. Nessa perspectiva, este estudo tencionou contribuir para a superação de algumas limitações, identificando como os investimentos em recursos intangíveis influenciam no desempenho de dezenove (19) instituições financeiras de capital aberto estabelecidas no Brasil. Para tanto, a taxonomia para os ativos intangíveis desenvolvida por Kayo (2002) e Kayo et al. (2006) foi utilizada como subsídio teórico na identificação dos investimentos em recursos intangíveis, evidenciados em relatórios gerenciais, em demonstrações financeiras e em notas explicativas, trimestralmente, no período entre 2008 e 2015. Baseando-se em informações de mercado e em dados contábeis sobre o desempenho das instituições financeiras, estimaram-se regressões lineares múltiplas e uma regressão logística via Generalized Linear Model (GLM). Os resultados indicaram que, dentre os investimentos contemplados na pesquisa, os investimentos em Recursos Intangíveis Humanos (RH) são aqueles que mais influenciam no desempenho das instituições financeiras contempladas na amostra. Esta pesquisa apresenta algumas contribuições para o campo de pesquisa em administração estratégica, são elas: a) a utilização dos investimentos em recursos intangíveis como proxies do valor dos recursos intangíveis e de dados contábeis e de mercado sobre o desempenho organizacional; b) o questionamento sobre a viabilidade em operacionalizar o pressuposto teórico da ambiguidade causal na análise do desempenho dos recursos intangíveis; c) a operacionalização dos recursos intangíveis a partir do modelo teórico adotado, o que compreende a categorização dos recursos intangíveis e a importância de cada uma das categorias (humanos, de inovação, estrutural e de relacionamento), considerando a área de atuação das organizações e as core competencies requeridas em cada mercado. / Strategic management fundamentally aims to understand the explanatory factors for heterogeneity in relation to organizational performance. The theoretical approaches in strategic management seek to meet this goal, considering external factors to organizations, such as strategic position and characteristics of the industry and internal factors such as resources, capabilities and competencies. Whereas that a great deal of organizational performance has been explained by internal factors, the Resource-based View (RBV) was used as a theoretical approach in this research. RBV assumes that having strategic resources provides superior performance. Organizational resources may be either tangible or intangible, and the latter typology has been recognized as a driver of organizational performance, thus being the object of this research. The literature that explores the relationship between intangible resources and organizational performance is limited, which raise some advances, such as: a) analyze intangible resources as a whole; b) consider more than one organization as a unit of analysis; c) contemplate longitudinal data; d) use a multidisciplinary approach and e) explore how intangible resources generate value. In view of this, the study intended to contribute to the overcoming of some limitations, identifying how the investments in intangible resources influence the performance of nineteen (19) publicly traded financial institutions established in Brazil. Therefore, the taxonomy for intangible assets developed by Kayo (2002) and Kayo et al. (2006) was used as a theoretical basis in the identification of investments in intangible resources, evidenced in management reports, financial statements and explanatory notes, quarterly, from 2008 to 2015. Based on market information and in accounting data regarding the performance of financial institutions, multiple linear regressions and a logistic regression were measured by using the Generalized Linear Model (GLM). The results indicated that, among the investments considered in the research, investments in human intangible resources are the greatest influence in the performance of the financial institutions studied. This research presents some contributions to the field of strategic management research, which are: a) the use of investments in intangible resources as proxies of the value of intangible resources and of accounting and market data regarding organizational performance; b) inquiries about the feasibility in operationalizing the theoretical presupposition of causal ambiguity in the analysis of the performance of intangible resources; c) the operationalization of intangible resources based on the theoretical model adopted, which includes the categorization of intangible resources and the importance of each of the categories (human, innovation, structure and relationship), considering the area of performance of organizations and the core competences required in each market.

Submitted by Vanessa Nunes (vnunes) on 2015-07-28T17:31:45Z No. of bitstreams: 1 Thais Dalcin.pdf: 1240099 bytes, checksum: d1eafadabdc2590133c5884dbc5a673e (MD5) / Made available in DSpace on 2015-07-28T17:31:46Z (GMT). No. of bitstreams: 1 Thais Dalcin.pdf: 1240099 bytes, checksum: d1eafadabdc2590133c5884dbc5a673e (MD5) Previous issue date: 2015-04-10 / Grupo RBS / O presente estudo busca compreender o desenvolvimento e a competitividade de clusters de startup no Brasil. Para a compreensão desses arranjos tecnológicos pode-se utilizar diferentes lentes teóricas, porém para o presente trabalho utilizar-se-á a Visão Baseada em Recursos e a Visão Relacional, uma vez que dirigem a atenção aos recursos-chave para o desenvolvimento desses aglomerados. Desta forma, identificaram-se na literatura treze recursos-chave relacionados aos clusters de startups, sendo oito recursos tangíveis e cinco recursos intangíveis. A partir das evidências teóricas, realizou-se uma análise multicasos, nos clusters de startup de Belo Horizonte e Porto Alegre, a fim de analisar a presença e o desenvolvimento dos recursos em cada caso. A pesquisa empírica foi conduzida por meio de 42 entrevistas em profundidade com os principais agentes de cada cluster: empreendedores, investidores, dirigentes de órgão públicos, universidades, parques tecnológicos, aceleradoras, incubadoras, empresas e demais instituições. Os resultados da pesquisa levaram à construção de um esquema conceitual-analítico, o qual apresenta os principais recursos para o desenvolvimento de um cluster de startup, bem como a inter-relação entre eles. Desta forma, evidenciou-se que alguns recursos atuam como condições para o desenvolvimento de outros, como é o caso da localização geográfica, das condições estruturais (como por exemplo, marco regulatório, infraestrutura, políticas econômicas, dentre outros), dos valores socioculturais, do nível de liberdade econômica e social e da qualidade de vida de uma determinada região. Em seguida, destacou-se a presença e o papel dos empreendedores como agentes centrais e catalisadores do processo de mudança e inovação. Os recursos relacionados à oferta de capital de risco, capital humano, sistema de educação, ensino e pesquisa, existência de relações colaborativas e acesso a mercados consumidores foram considerados chave por prover as principais necessidades dos empreendedores para geração de startups. Por conseguinte, analisaram-se os recursos que atuam como apoio para o cluster, como é o caso dos parques tecnológicos, das incubadoras e aceleradoras, das empresas, dos programas governamentais e do nível de diversidade cultural da região. / This study aims to understand the critical resources for the development and competitiveness of startup clusters in Brazil. In the literature review, it was identified that the Resource Based View and Relational View theoretical concepts could help the understanding of the startup clusters development. So, it was identified in the literature thirteen resources on the subject, being eight tangible resources and five intangible. According to the theoretical evidence, this study presents a multi-case analysis, based on the startup clusters of Belo Horizonte and Porto Alegre, in order to analyze the presence and the development of resources in each case. The empirical research was conducted through 42 in-depth interviews with each cluster agents: entrepreneurs, investors, public agency leaders, universities, technology and science parks, accelerators, incubators, companies, institutions and entities. The survey results led to the construction of a conceptual - analytical framework, which presents the main resources for the development of a startup cluster and the relationship among them. Thus, the evidence showed that some resources serve as conditions for the development of others, such as the geographical location, the structural conditions (for instance, regulatory environment, transportation and communication infrastructure, economic policies, among others), the socio-cultural values set and the degree of freedom and quality of life. Besides that, there is the presence and the role of entrepreneurs as key agents and catalysts of change and innovation process. The resources related to venture capital, intellectual capital, educational system, and access to consumer markets were considered key for providing the main needs of entrepreneurs. Therefore, it was analyzed the features that act as support for the cluster, such as technology and science parks , incubators, accelerators , companies ,level of cultural diversity and government programs. Finally, there is the need for collaborative relationships between all actors in the development of the resources of a startup cluster.

Submitted by Silvana Teresinha Dornelles Studzinski (sstudzinski) on 2015-10-09T12:41:00Z No. of bitstreams: 1 Silvio Bitencourt da Silva_.pdf: 1963998 bytes, checksum: f9c2018294b87a44235bc9ce52205ce3 (MD5) / Made available in DSpace on 2015-10-09T12:41:00Z (GMT). No. of bitstreams: 1 Silvio Bitencourt da Silva_.pdf: 1963998 bytes, checksum: f9c2018294b87a44235bc9ce52205ce3 (MD5) Previous issue date: 2015-05-22 / Nenhuma / Este trabalho analisa a orquestração de redes de inovação em Living Labs brasileiros para o desenvolvimento de inovações sociais. Para responder a questão de pesquisa e os objetivos propostos, buscou-se na Visão Baseada em Recursos - VBR contribuições para melhor compreender como são geridos e mobilizados os recursos compartilhados nas redes de inovação em Living Labs brasileiros no desenvolvimento de inovações sociais. Para os estudos de casos, foram selecionados três Living Labs brasileiros: o Living Lab Habitat (Vitória, Espírito Santo), o Corais (Curitiba, Paraná) e, o TransLAB (Porto Alegre, Rio Grande do Sul). As evidências vieram de três fontes distintas: documentos ou registros, acesso a diferentes mídias, incluindo redes sociais e de entrevistas semiestruturadas Os dados foram analiados de acordo com categorias de análises contextuais que dizem respeito as inovações sociais e aos Living Labs e, específicas sobre a “orquestração de redes de inovação”. Em linhas gerais, o estudo contribuiu com a teoria existente de quatro maneiras: (i) uniformizando o debate em torno do campo de estudo sobre inovações sociais; (ii) refletindo sobre os emergentes Living Labs brasileiros e a sua ênfase no desenvolvimento de inovações sociais; (iii) criando conexões entre a ideia de um orquestrador e a noção de “orquestração de recursos” e com o conjunto de processos e tarefas específicas, denominado “orquestração de redes de inovação”, e (iv) promovendo a compreensão sobre como os Living Labs pesquisados conduzem a “orquestração de redes de inovação” para o desenvolvimento de inovações sociais. Mais especificamente, este estudo proporciona: a) a apresentação de um conceito denominado “redes de inovação social”, b) a construção de um quadro conceitual da inovação social c) a compreensão das concepções sobre Living Labs, d) a sugestão de uma definição para Living Labs, e) a ilustração do contexto de emergência dos Living Labs no Brasil, g) a identificação de um processo adicional na orquestração da rede de inovação, neste caso a cocriação, bem como as suas tarefas específicas: empoderamento, envolvimento e proximidade das partes interessadas, e h) a inserção da discussão da inovação social no âmbito da VBR. Além disso, possibilita aos gestores de Living Labs construirem um quadro de que os possibilite aprimorar sua gestão em relação as redes de inovação social a partir dos relatos apresentados neste estudo e dos novos discernimentos obtidos. / This paper analyzes the orchestration of innovation networks in Brazilian Living Labs for the development of social innovations. To answer the research question and objectives, it was sought in Resource-Based View - RBV contributions to better understand how the shared resources in innovation networks in Living Labs Brazilians in the development of social innovations are managed and deployed. As case studies, we selected three Brazilian Living Labs: the Living Lab Habitat (Vitória, Espírito Santo), o Corais (Curitiba, Paraná) and the TransLAB (Porto Alegre, Rio Grande do Sul). The evidence came from three different sources: documents or records, access to different media, including social networks and semi-structured interviews. Data were analyzed according to categories of contextual analyzes concerning social innovation and Living Labs and specific about the "orchestration innovation networks". In general, the study contributed to the existing theory in four ways: (i) standardizing the debate on the field of study on social innovation; (ii) reflecting on the emerging Brazilian Living Labs and its emphasis on developing social innovations; (Iii) creating connections between the idea of an orchestrator and the notion of "resource orchestration" and the set of specific processes and tasks, called "orchestration innovation networks", and (iv) promoting the understanding of how Living Labs surveyed lead to "orchestrating innovation networks" for the development of social innovations. More specifically, this study provides: a) the presentation of a concept called "social innovation networks", b) the construction of a conceptual framework of social innovation c) understanding the concepts of Living Labs, d) the suggestion of a definition for Living Labs, e) the emergency context illustration of Living Labs in Brazil, g) the identification of an additional process in orchestrating the innovation network, called co-creation, enhanced by three specific tasks: empowerment, involvement and closeness with stakeholders, h) the inclusion of social innovation discussion in the RBV. It also enables the Living Labs managers build a framework of understanding to improve its management regarding the social innovation networks from the reports presented in this study and new insights obtained.