Firms' human capital, R&D and performance: a study on French and Swedish firms
By Gérard Ballot, Fathi Fakhfakh, Erol Taymaz. 2001
208 citations recorded by the source corpus.
Abstract This paper studies the effects of human and technological capital on productivity in a sample of large French and Swedish firms. While the role of technological capital as measured by R&D has been intensively investigated, almost no work has been done on the role of human capital as measured by firm-sponsored training and even less its interaction with technological capital. The level of intangible capital may also have a lasting effect on productivity growth, as emphasised by some endogenous growth models in a macroeconomic setting. The study uses data from two panels of large French and Swedish firms for the same period (1987–1993). It constructs measures of a firm's human capital stock, based on their past and present training expenditures. The results confirm that firm-sponsored training and R&D are significant inputs in the two countries, although to a different extent, and have high returns. However, except for managers and engineers in France, we do not find evidence of positive interactions between these two types of capital. Finally, growth effects at the firm level do not appear.
Subfields: Economics and Econometrics
View Paper: https://www.semanticscholar.org/paper/214daf5a3ca3f5ca489734033cb228c089311f77
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Citations in the corpus
- Who Benefits from Training and R&D, the Firm or the Workers? (2006, unknown): “…Pischke (1999b) and the capacity of general training to generate innnovation and oligopolistic rents as emphasized by Ballot (1994) and documented by recent econometric studies (see Ballot et al., 2001) explain why firms can pay for general training and accept sharing the benefits with the workers.”
- Intellectual Capital, Innovation and Performance: a Systematic Review of the Literature (2012, background): “Ballot et al., 2001). Other examined HR practices generally encompass staffing (i.e. selecting and allocating the most competent and qualified workforce to missions and tasks), discretion and participation, performance appraisal and compensation. In a similar vein, Chen & Huang (2009) find evidence ”
- FIRM PRODUCTIVITY AND INSTITUTIONAL QUALITY: EVIDENCE FROM ITALIAN INDUSTRY (2015, unknown): “It has been shown to be a more reliable and robust estimator than the difference GMM when estimating production functions (see e.g., Ballot, Fathi, and Erol, 2001; Hempell, 2005; Lokshin, Belderbos, and Caree, 2008; O’Mahony and Vecchi, 2009;).”
- R&D, worker training and innovation: firm-level evidence (2016, unknown): “An emerging literature now examines whether di erent types of knowledge investments reinforce one another.4 For example, Ballot et al. (2001) analyze the e ects of human and technological capital on productivity in a sample of large French and Swedish rms.”