Corporate Venture Capital
- LAST REVIEWED: 25 April 2022
- LAST MODIFIED: 25 April 2022
- DOI: 10.1093/obo/9780199846740-0211
- LAST REVIEWED: 25 April 2022
- LAST MODIFIED: 25 April 2022
- DOI: 10.1093/obo/9780199846740-0211
Introduction
Corporate venture capital (CVC) is defined as an equity investment by an established corporation in privately held entrepreneurial ventures. The phenomenon involves the following players: the parent corporation; the corporate venture capital unit; and the entrepreneurial ventures. The corporation launches a CVC unit with the goal of realizing financial and/or strategic objectives. Through its investment in entrepreneurial ventures, the corporation deploys financial, technological, and managerial resources. From the venture’s perspective, CVC-backing is an important source not only for capital but also for advice and complementary assets. Finally, the CVC unit plays an important role of linking the incumbent corporation and entrepreneurial ventures. To that end, the CVC unit utilizes the parent corporation’s resources and knowledge to select and nurture ventures. The unit also helps the parent corporation to realize its financial and strategic objectives. The existing body of work offers various insights. There are studies that focus on the startups and others investigate the corporations that fund them, as well as the CVC units that are responsible for this activity. These studies underscore the antecedents to CVC investments and the consequences to the parent corporation. Similarly, extant works offer a nuanced understanding of startups’ decision to seek CVC-backing and the implications of that. A close reading of the CVC articles below also charts avenues for future work. For example, the interaction between CVC investments and other external venturing activities has received some attention yet there is an opportunity to further understand how does a firm choose among these options and further integrates among them. The structure and governance of CVC units is found to play a key role in shaping incumbents and startups outcomes, yet data limitation implies that systematic analysis is lacking. From the venture perspective, extant studies generate conflicted results regarding whether CVC-backing can improve ventures’ innovation and growth. Future works can further explore the benefits and costs of CVC-backing, and the net effects on ventures. Finally, it is important to note that the vast majority of the articles study CVC investments by US (and, sometimes European) corporations in selected industries (e.g., pharmaceuticals, medical devices, semiconductors, telecommunication) during two decades (the 1990s and 2000s). It follows that our understanding of CVC objectives and impacts are calibrated for a particular setting. As CVC practices are undertaken by corporations in other industries (food, finance, energy, etc.) and further diffuse to other parts of the world, it is crucial that one should revisit implicit assumptions and keep an open eye for new patterns and implications.
A Review of the CVC Literature
The purpose of this article is to organize and synthesize the large body of work on the topic of corporate venture capital. To that end, the CVC literature is grouped into five main topics. The first three topics focus on the corporation’s perspective and the last two are from the perspective of the ventures. The topics are as follows: (1) corporate antecedents, the factors driving established corporations to pursue CVC investments; (2) corporate consequences, the effect of CVC investment on the parent corporation; (3) the Organization and Governance of the CVC Unit; (4) startup antecedents, the factors driving entrepreneurial ventures to seek CVC-backing; and (5) startup consequences, the impact of CVC-backing on entrepreneurial ventures’ performance. The article is structured as follows. It first introduces the three topics concerning the parent corporation’s perspective. The relationship between the three topics is briefly discussed up front. Each topic opens with a synthesis of the key findings and proceeds to highlight seminal studies, where each study is summarized in a separate paragraph, including a description of the research question, sample, method, and key findings. Next, the remaining two topics are based on ventures’ perspective. Following the same procedure, each subsection starts by synthesizing key findings under the research topic, and proceeds to outline individual papers.
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Article
- Abusive Supervision
- Adverse Impact and Equal Employment Opportunity Analytics
- Alliance Portfolios
- Alternative Work Arrangements
- Applied Political Risk Analysis
- Approaches to Social Responsibility
- Assessment Centers: Theory, Practice and Research
- Attitudes
- Attributions
- Authentic Leadership
- Automation
- Bayesian Statistics
- Behavior, Organizational
- Behavioral Approach to Leadership
- Behavioral Theory of the Firm
- Benefits
- Between Organizations, Social Networks in and
- Brokerage in Networks
- Business and Human Rights
- Business Ethics
- Career Studies
- Career Transitions and Job Mobility
- Certified B Corporations and Benefit Corporations
- Charismatic and Innovative Team Leadership By and For Mill...
- Charismatic and Transformational Leadership
- Compensation, Rewards, Remuneration
- Competitive Dynamics
- Competitive Heterogeneity
- Competitive Intensity
- Computational Modeling
- Conditional Reasoning
- Conflict Management
- Considerate Leadership
- Cooperation-Competition (Coopetition)
- Corporate Philanthropy
- Corporate Social Performance
- Corporate Venture Capital
- Counterproductive Work Behavior (CWB)
- Creativity
- Cross-Cultural Communication
- Cross-Cultural Management
- Cultural Intelligence
- Culture, Organization
- Data Analytic Methods
- Decision Making
- Diversity
- Diversity and Firm Performance
- Diversity and Inclusion, Global Perspective on
- Dynamic Capabilities
- Emotional Labor
- Employee Aging
- Employee Engagement
- Employee Ownership
- Employee Voice
- Empowerment, Psychological
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- Entrepreneurial Orientation
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- Entrepreneurship, Women’s
- Equal Employment Opportunity
- Ethics
- Executive Succession
- Faking in Personnel Selection
- Family Business, Managing
- Feedback
- Financial Markets in Organization Theory and Economic Soci...
- Findings, Reporting Research
- Firm Bribery
- First-Mover Advantage
- Fit, Person-Environment
- Forecasting
- Founding Teams
- Global Leadership
- Global Talent Management
- Goal Setting
- Grounded Theory
- Hofstedes Cultural Dimensions
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- Human Resource Management
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- Human Resources, Global
- Human Rights
- Humanitarian Work Psychology
- Humility in Management
- Impression Management at Work
- Imprinting
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- Information Economics
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- Intelligence, Emotional
- International Economic Development and SMEs
- International Economic Systems
- International Strategic Alliances
- Job Analysis and Competency Modeling
- Job Crafting
- Job Design
- Job Satisfaction
- Judgment and Decision Making in Teams
- Knowledge Sharing and Collaboration within and across Firm...
- Leader-Member Exchange
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- Learning by Doing in Organizational Activities
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- Management In Antiquity
- Managerial and Organizational Cognition
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- Multinational Corporations and Emerging Markets
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- Neo-institutional Theory
- Neuroscience, Organizational
- New Ventures
- Organization Design, Global
- Organization Development and Change
- Organization Research, Ethnography in
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- Organizational Citizenship Behaviors (OCBs)
- Organizational Climate
- Organizational Control
- Organizational Corruption
- Organizational Hybridity
- Organizational Identity
- Organizational Justice
- Organizational Legitimacy
- Organizational Networks
- Organizational Paradox
- Organizational Performance, Personality Theory and
- Organizational Responsibility
- Organizational Surveys, Driving Change Through
- Organizations, Big Data in
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- Overqualification
- Passion
- Paternalistic Leadership
- Pay for Skills, Knowledge, and Competencies
- People Analytics
- Performance Appraisal
- Performance Feedback Theory
- Planning And Goal Setting
- Proactive Work Behavior
- Psychological Contracts
- Psychological Safety
- Real Options Theory
- Recruitment
- Regional Entrepreneurship
- Reputation, Organizational Image and
- Research, Ethics in
- Research, Longitudinal
- Research Methods
- Research Methods, Qualitative
- Resource Redeployment
- Resource-Dependence Theory
- Resources
- Response Surface Analysis, Polynomial Regression and
- Role of Time in Organizational Studies
- Safety, Work Place
- Selection
- Selection, Applicant Reactions to
- Self-Determination Theory for Work Motivation
- Self-Efficacy
- Self-Fulfilling Prophecy In Management
- Self-Management and Personal Agency
- Sensemaking in and around Organizations
- Service Management
- Shared Team Leadership
- Social Cognitive Theory
- Social Evaluation: Status and Reputation
- Social Movement Theory
- Social Ties and Network Structure
- Socialization
- Spin-Outs
- Sports Settings in Management Research
- Stakeholder Theory, Transaction Cost Economics and
- Stakeholders
- Status in Organizations
- Strategic Alliances
- Strategic Human Capital
- Strategy
- Strategy and Cognition
- Strategy Implementation
- Stress
- Structural Contingency Theory/Information Processing Theor...
- Team Composition
- Team Conflict
- Team Design Characteristics
- Team Learning
- Team Mental Models
- Team Newcomers
- Team Performance
- Team Processes
- Teams, Global
- Technology and Innovation Management
- Technology, Organizational Assessment and
- the Workplace, Millennials in
- Theory X and Theory Y
- Time and Motion Studies
- Training and Development
- Training Evaluation
- Trust in Organizational Contexts
- Turnover
- Unobtrusive Measures
- Validity
- Virtual Teams
- Whistle-Blowing
- Work and Family: An Organizational Science Overview
- Work Contexts, Nonverbal Communication in
- Work, Mindfulness at
- Workplace Aggression and Violence
- Workplace Coaching
- Workplace Commitment
- Workplace Gossip
- Workplace Meetings
- Workplace, Spiritual Leadership in the
- World War II, Management Research during