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This study sought to understand how the differences in university-industry (U-I) dynamics in two cross-border regions act on their research and innovation performance. Surveys were administered to academics from research centres or units in Portugal's Northern Region and Spain's Castile and Leon. Data were also collected from the Community Innovation Survey (CIS2014) conducted in Portugal and Spain, to obtain a broader perspective on the topic and regions under analysis. A comparison could thus be made between the researchers' perspective (i.e. micro) and the companies' perspective that answered the CIS questionnaire (i.e. meso) on U-I collaboration dynamics. The questionnaires were analysed using Partial least squares structural equation modelling, and the data from CIS survey using logistic regression. The results show that U-I cooperation is associated with (i) time spent on research and development, (ii) budgets based on direct contracts with industries, (iii) companies' location and (iv) incentives for collaboration. However, the researchers' age and academic field are the only factors affecting which incentives for collaboration are significant. The results also reveal that U-I collaboration influences regions' innovation profiles. These findings contribute to a fuller, more empirical understanding of U-I cooperation, demonstrating that encouragement of this type of collaboration can be a driver of innovation in any region. This article contributes in policy terms to a better understanding of the necessary incentives for both U-I collaboration and the internationalisation of this collaboration. [ABSTRACT FROM AUTHOR]

This study aims to understand better research and innovation strategies for smart specialization (RIS3) and assess how they influence university-industry (U-I) collaboration empirically. Primary data were collected from a focus group consisting of representatives of universities and government entities from Portugal and Spain. Secondary European Union (EU) data on the application of smart specialization measures and the innovation in these two countries were also included. The results reveal difficulties in implementing RIS3, resulting in decreased investment in research and innovation in all production sectors. Evidence also pointed to the negative impact of smart specialization measures on U-I collaboration and, consequently, on the respective knowledge transfer. [ABSTRACT FROM AUTHOR]

If innovation is the engine of economies, the partnerships in the Triple Helix model of innovation are the fuel that makes this engine work. Although each member of this model has its defined role, the present study sought to gain a new perspective on these partnerships, including the role of governments. Based on interviews with representatives of universities, companies, and governments in two countries (i.e., Portugal and Spain), this research focused on how innovation partnerships are formed as well as what obstacles to cooperation can arise. The results show that governments can play the role not only of a financier and legislator but also of a direct participant in innovation by entering into partnerships with the other Triple Helix actors. In addition, this study revealed that, irrespective of which partners and needs are in question, these networks operate mostly with public funds. [ABSTRACT FROM AUTHOR]

In the context of public organisations, this research explores the effect that a collectivism-based organizational culture may have on employee commitment (EC) from a triple perspective - affective, normative, and continuance. A sample of 214 employees of public organisations in Spain was used, and the data were analysed through the Structural Equation Model (SEM). The findings show that the prevalence of collectivism in public organisations favours higher levels of employees' commitment. Such commitment can be seen in the employees' intention to remain in the organisation to provide their services or their emotional attachment. The following research contributes to expanding upon HRM-literature in several ways. First, it assumes a broader view of social exchange theory, highlighting EC's importance when planning HRM in the public sector. Second, it considers the cultural environment (i.e., collectivism-based organisational culture) of public entities as determinants of procommitment policies or policies governing public employees. • Effect of collectivism-based organizational culture on employee commitment. • Employee commitment from a triple perspective - affective, normative, and continuance. • Prevalence of collectivism in public organisations favours higher levels of employees' commitment. • Cultural environment of public entities as determinants of policies governing public employees. [ABSTRACT FROM AUTHOR]