We adopt an organizational learning approach to examine how firms’ recruitment of high-skilled migrants contributes to subsequent firm-level innovation performance. We argue that due to migrants’ often different experience from that of native high-skilled workers, their perspectives on problemsolving and access to non-overlapping knowledge networks will also differ. The implied complementarity between these worker types makes migrant hires a particularly valuable resource in the context of firm-level innovation. We hypothesize also that since the acculturation costs are relatively low for high-skilled migrants while the innovation-related benefits deriving from diversity are relatively high, innovation performance should increase a fortiori if the high-skilled migrant employees are from a dissimilar culture. Finally, we conjecture that firms with high integration capacity as a function of prior experience of employing high-skilled migrants should derive more innovation-related benefits from migrant hiring than firms with a low integration capacity. We track the inward mobility of high-skilled workers empirically using patents and matched employer-employee data for 16,241 Dutch firms over an 11-year period. We find support for our hypotheses.
|Number of pages||33|
|Publication status||Published - 2019|
|Event||DRUID19 Conference - Copenhagen Business School, Frederiksberg, Denmark|
Duration: 19 Jun 2019 → 21 Jun 2019
Conference number: 41
|Location||Copenhagen Business School|
|Period||19/06/2019 → 21/06/2019|