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There is an emerging literature on scientists in the principal investigator (PI) role that identifies them as central and key actors in entrepreneurial ecosystems. PIs in leading large-scale public research programmes and teams require an array of skills and abilities to be effective in this role. The purpose of this paper is to propose a human capital (HC) measurement scale that can unearth their competencies at the micro level, since there is no specific measurement scale specifically for PIs.

The proposed model was reached relying on both qualitative and quantitative methodologies, to then apply exploratory factor analysis (EPT) and confirmatory factor analysis (AFC) to verify its suitability, as well as its internal consistency and reliability using appropriate indices.

The proposed model is composed of six PI's HC factors, such as research knowledge, open-mind research ability, research perform ability, stoic research skill, innovation skill and critical skill.

In proposing this, this paper advances micro-level understanding of the competencies that PIs require to be effective in the role, and answers the call for deeper research on these crucial actors. Shedding light on this issue is beneficial for not only the administrators of the universities, the research centres or the funding agencies to obtain further essential information in selecting the best-qualified person, but also to self-evaluate their skills, abilities and knowledge so that they can direct their efforts towards improving the weak aspects of their HC. Furthermore, it can be an additional useful criterion for defining the career plans of PIs or their promotion policies.

This study analyzes the effectiveness of research and development (R&D) organizations’ strategies for obtaining competitive international funding and the role of research management offices (RMOs) in this process. It examines the internal factors that influence the proactivity and effectiveness of R&D centers and provides a theoretical model for improving the fundraising capacity and, ultimately, the competitiveness and sustainability of these institutions.

The study sample comprised Spanish public R&D centers in the health and biomedical sectors. Partial least squares were used in the analyses to ensure the robustness of the results.

Several independent variables showed a significant impact on the proactivity and effectiveness of R&D centers. The dispersed priorities of R&D managers reduce proactivity and fundraising effectiveness. Incentives and RMO workload increase proactivity, but workload alone also improves effectiveness.

This study focuses on the management of health and biomedical R&D centers. It examines the influence of internal factors, such as managerial priorities, RMO incentives and RMO workload, on competitive international funding. These findings have significant theoretical and practical implications for the development of internationally applicable management strategies to enhance the effectiveness of research funding acquisition.

本研究擬探討研發機構在尋求國際資助時所採用的策略的效果,以及在這個過程中研究管理辦公室所扮演的角色。具體地說,本研究擬探討影響研發中心主動性和有效性的內部因素,進而提供一個理論模型,以改善研發機構的籌款能力,而最終使它們的競爭力和可持續性可得到提昇.

本研究使用的樣本均來自健康和生物醫學領域內的西班牙公共研發中心,研究人員以偏最小二乘法進行分析,以確保研究結果的魯棒性.

研究結果顯示,有些自變量會對研發中心的主動性和有效性產生重大的影響。研發經理的分散優先事項會減弱機構的主動性和籌款的有效性。研究結果亦顯示,激勵措施和RMO工作量均會提昇主動性,而僅僅工作量亦會改善有效性.

本研究把焦點放在健康和生物醫學研發中心的管理上,研究人員探討如管理優先事項、RMO 激勵措施和 RMO 工作量等的內部因素對競爭性國際資助的影響。研究結果提供重要的理論與實務啟示,使我們更了解,若要提昇尋求研究資助措施的有效性,制定國際適用的管理策略至為重要.