Assessing the Impact of Organizational Justice on Academic Entrepreneurship: Qualitative and Quantitative Evidence From University Scientists

评估组织正义对学术创业的影响：来自大学科学家的定性和定量证据

• 批准号: 1534324
• 负责人: David Waldman
• 金额: $ 26.34万
• 依托单位: Arizona State University
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2015
• 资助国家: 美国
• 起止时间: 2015-09-01 至 2018-08-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=1534324&HistoricalAwards=false
• 关键词: Assessing; Impact; Organizational; Justice; Academic

Universities have established technology transfer offices (TTOs) to manage the commercialization of intellectual property arising from federally-funded research. Faculty members who patent, license, or form a new company based on this intellectual property are directed to work through the university TTO, a process of formal technology transfer. However, some academic scientists choose to circumvent or bypass the university TTO and engage in informal technology transfer. The objective of this project is to obtain new evidence on the determinants of informal technology transfer. It provides useful insights for university administrators and policymakers who govern universities. An understanding of what induces informal technology transfer can help institutions adopt effective policies to support academic entrepreneurship and also develop an organizational climate that is more conducive to formal technology transfer. The project has further important implications for initiatives designed to stimulate startup formation by faculty and student entrepreneurs, such as the NSF I-Corps program. This research addresses key limitations of prior studies of academic. The focus is the individual faculty member, who is the source of innovation and potential entrepreneurship. This research examines key psychological variables that are relevant to individuals and the decision to work with the university TTO. Specifically, we examine efforts on the part of TTOs to educate faculty regarding academic entrepreneurship, championing behavior by university administrators (e.g., university presidents who are especially enthusiastic about academic entrepreneurship), and faculty perceptions of fairness and equity (i.e., organizational justice). This is the first study to apply principles of organizational justice to university technology transfer. We use both quantitative and qualitative methods. We conduct several detailed case studies, and more broadly, survey faculty members at 35 universities. The combined use of data on individuals, academic departments, universities, and the surrounding regions of sampled universities, enables a comprehensive perspective on informal technology transfer.

大学设立了技术转让办公室（TTO）来管理联邦政府资助的研究产生的知识产权的商业化。基于该知识产权申请专利、许可或组建新公司的教职人员将被指导通过大学 TTO（正式技术转让过程）开展工作。 然而，一些学术科学家选择规避或绕开大学TTO，从事非正式的技术转让。该项目的目标是获得关于非正式技术转让决定因素的新证据。它为管理大学的大学管理者和政策制定者提供了有用的见解。了解非正式技术转让的原因可以帮助机构采取有效的政策来支持学术创业，并形成更有利于正式技术转让的组织氛围。该项目对于旨在刺激教师和学生企业家创业的举措（例如 NSF I-Corps 计划）具有更重要的影响。 这项研究解决了先前学术研究的主要局限性。重点是教师个人，他们是创新和潜在创业精神的源泉。这项研究考察了与个人以及与大学 TTO 合作的决定相关的关键心理变量。 具体来说，我们研究了 TTO 在学术创业教育教师方面所做的努力、大学管理者（例如，特别热衷于学术创业的大学校长）的倡导行为以及教师对公平和公正（即组织正义）的看法。 这是第一项将组织正义原则应用于大学技术转让的研究。我们使用定量和定性方法。我们进行了多个详细的案例研究，并且更广泛地对 35 所大学的教职人员进行了调查。结合使用个人、学术部门、大学以及样本大学周边地区的数据，可以全面了解非正式技术转让。