Science Parks convey the idea that technological innovation originates in scientific research. A triple helix configuration provides all the necessary conditions for science parks to achieve their goals. This paper aims to investigate the existing interactions of science parks with triple helix actors related to the development of talent attraction activities. Talent is a necessary resource to meet the growing demands for innovation of park firms. In fact, a firm’s ability to innovate and, consequently, to be successful seems to be related to its capacity to find and retain employees with relevant skills. This study analyses five case studies on three Swedish Science Parks and demonstrates the importance of the relationship with stakeholders to ensure support and the adequate development of attracting talent to Science Parks. Also, this study showed that the studied parks carry out different activities to attract talent, and the involvement of government agents and the local university proved to be essential for developing such activities.

This dissertation investigates the development of Science Parks (SPs) from the perspective of talent attraction activities. Studies on SPs often address only traditional services that parks provide tenant firms. Thus, few studies have focused on activities organised by SPs to attract talent, and even fewer studies have considered the perspective of SP management (supply-side) rather than tenant firms (demand-side). This dissertation argues that the characteristics of the talent attracted to tenant firms and the SP’s structure, processes, characteristics, and stakeholder relationships influence SP performance. In addition, the talent attraction activities developed by the SP mediate this influence.

This thesis relies on five papers, both qualitative and quantitative, written in collaboration with other scholars. This study shows that SPs organise talent attraction activities according to the characteristics of the desired talent and park configurations, such as their collaborations with stakeholders and the level of maturity of the tenant firms. These activities provide tenant firms with access to human resources suitable for their growth, contributing to the performance of the SP.

This study contributes to research on the development of SPs by shedding light on how talent attraction activities organised by SPs influence their development. Furthermore, this thesis presents talent attraction as a conceptual element and proposes a model that includes the influence of talent attraction in a supply-side perspective and as a mediator of SP performance.

Finally, this thesis recommends that SP managers support tenant firms of all maturity in the search for qualified professionals, facilitate the entry process of talents and firms from abroad, strengthen ties with the local university and student community and promote a creative, enterprising and innovative environment.

Avhandlingen studerar Science Parks (SPs) och deras aktiviteter för talangattrahering, med andra ord aktiviteter för att rekrytera talangfulla medarbetare. Studier om SPs berör traditionellt de generella tjänster som SPs erbjuder sina företag, vanligen nya teknikbaserade företag och organisationer. Däremot finns det få tidigare studier inom den akademiska litteraturen om processerna för att attrahera talanger, i synnerhet sådana där analysen mer utgår från SPs försörjningsperspektiv snarare än de lokaliserade företagen och organisationerna (efterfrågeperspektivet). Avhandlingen argumenterar för att flera faktorer påverkar SPs förmåga att attrahera talanger: dels de önskade kvalifikationerna hos medarbetarna, dels hur SPs egna strukturer, processer och intressenter påverkar arbetet. SPs egna aktiviteter för att attrahera talanger fungerar i sammanhanget även som en förmedlare mellan de enskilda företagen och organisationerna och deras potentiella medarbetare.

Avhandlingen baseras främst på fem publikationer, vilka är samförfattade med andra forskare och innehåller såväl kvalitativa som kvantitativa studier. De huvudsakliga resultaten är att SPs organiserar sina aktiviteter för att attrahera talanger dels utifrån de önskade medarbetaregenskaperna, dels efter mognaden hos de lokaliserade företagen. Samarbeten med olika intressenter ger också SPs företag tillgång till viktiga resurser och därmed möjlighet till tillväxt, vilket i sin tur bidrar till SPs prestation i den roll man har för att utveckla företagen, organisationer och samhället.

Avhandlingens främsta forskningsbidrag är dess analys av hur olika aktiviteter för talangattrahering påverkar SPs utveckling och följaktligen prestation. Talangattrahering introduceras i avhandlingen som ett konceptuellt element och en modell utvecklas för talangattrahering både (i) ur ett försörjningsperspektiv och (ii) som en förmedlare av SPs prestation. Avhandlingen rekommenderar också att ledningen för SPs stödjer lokaliserade företag i sökandet efter skickliga medarbetare, det vill säga både stödjer företag och individer vilka kan ha särskilda behov och samarbetar med universitet för att exempelvis ge möjlighet till kurser och seminarier inom innovation och entreprenörskap. Detta ger även de lokaliserade företagens tillgång till talanger och kunskap vid universiteten och skapar dessutom en attraktiv omgivning för talangfulla medarbetare.

One aspect of Science Parks development that has come into focus is the attraction of talent, which could include attracting specific expertise, making it easier for firms to be established and reach skilled workers. In order to encompass different contexts, both economic and cultural, a questionnaire was sent to 120 Science Parks, of which 59 (49%) replied. The study included 22 variables, including eleven independent variables according to Science Park stakeholders and characteristics when selecting talent for tenant firms, five control variables, and six variables of Science Park success dimensions. The results show that the characteristics of talent contribute to the park’s success. Universities are the primary source of talent, and the government has a critical role in promoting collaboration between firms and universities. Therefore, park managers should promote links with local universities and the student community as well as strengthen their relationship with government representatives at all levels to receive the necessary support for park development.

This paper aims to expand our understanding of talent attraction management in Science Parks with a specific interest in university students/alumni as a human and strategic resource. The underlying rationale is how the links with universities can be supported and how the Science Park management can contribute to successful relationships with universities and university students/alumni, in order to develop tenant firms and the park itself. A questionnaire was sent out in 2018–120 parks. This study includes 25 variables, and four significant regression models are presented. The main finding is that Science Park talent attraction activities act as a mediating variable, which affects the informal and formal partnerships between students and firms/universities as well as how the park management can contribute to successful relationships. By attracting students, tenant firms can have a positive impact on their performance as well as Science Park development.

This paper explores activities undertaken by Science Parks to attract talent for their tenants. Despite the importance of accessing talent, there are very few studies focusing on this research area. The data in this investigation comes from seven cases studies on talent attraction activities carried out by three Science Parks in Sweden. We show that the parks conduct many different activities to attract talent including headhunting key personnel for start-ups, organising establishment platforms for foreign companies, and facilitating the exchange of knowledge and talent with higher education institutions. Science Parks house companies of different sizes, ages, and business orientations and therefore, park managers should be sensitive to the real needs of tenant firms when performing talent attraction activities.

This paper is based on qualitative analysis and addresses the important topic of small business entrepreneurialism in rural areas and its special conditions and needs. Our aim is to present examples of and suggestions for how to encourage firm start-ups and the continuation possibly also the development and growth of existing firms. The paper is based on three cases that illustrate (1) challenges in the support system in rural areas, (2) various forms of support that could be used in rural areas, and (3) expectations that are eligible to put upon support activities designed for rural areas. The main findings are that (1) that successful support of rural businesses requires a critical mass of regional entrepreneurs, firms, and support actors, (2) diversity is critical, and the various actors must be coordinated to carry out the desired measures effectively, (3) expectations for growth and orientation of the firms must be realistic because broad support is more important than targeted support, and (4) we were able to show that a cross-boundary collaborative work culture that avoids both thought silos and business silos and places no value on prestige should pervade all areas of business support.

This paper focuses on small business entrepreneurialism in rural areas and its special conditions and needs. Our aim is to present examples of and suggestions for how to encourage firm start-ups and the continuation possibly also the development and growth of existing firms. The paper is based on three cases that illustrate (1) challenges in the support system in rural areas, (2) various forms of support that could be used in rural areas, and (3) expectations that are eligible to put upon support activities designed for rural areas. The following main conclusions were drawn: Firstly, we found that successful support of rural businesses requires a critical mass of regional entrepreneurs, firms, and support actors. Diversity is critical, and the various actors must be coordinated to carry out the desired measures effectively. We also found that expectations for growth and orientation of the firms must be realistic. Many times, broad support is more important than targeted support. Finally, we were able to show that a cross-boundary collaborative work culture that avoids both thought silos and business silos and places no value on prestige should pervade all areas of business support.

Many studies have shown that they have ceased to be mere facilitators of physical spaces to become important providers of services and resources to their tenants. Universities situated in or next to them play a key role in getting engaged in the development and the attraction of talent to Science Parks, to their tenant firms as well as to the region. Considering that skilled professionals are one of the resources that companies seek the most, Science Parks have dedicated numerous activities and means to become even more attractive to talented individuals, who can especially be found in entrepreneurial universities. In this study, we review the literature regarding the interactions existing between Science Parks or their tenants and their local universities. Talent attraction and entrepreneurship issues are addressed as the building blocks of these interactions. We strive to identify types of interactions that could differ in function of the maturity levels of the firms since their aims are not the same: at an early stage, firms tend to focus more on growth, whereas at a later stage, they tend to focus more on their development. We then point out policy implications, concerning both entrepreneurial or engaged universities and Science Parks.