Do stable strategic time periods exist? Towards new methodological and theoretical insights

This paper investigates a fundamental issue in the current research on strategic groups: the existence or non‐existence of the so‐called ‘stable strategic time periods’ (SSTPs). Our study provides new evidence by adding new methodological and theoretical insights. The research setting is the Spanish banking industry over a 15‐year period, 1983–1997. Unlike all prior longitudinal research that found SSTPs, the multi‐method procedure that we used in this study (i.e. equality of variance and covariance matrix and mean vector of strategic variables and a subsequent grouping analysis performed through the MCLUST) has led us to reject the existence of SSTPs in the industry under study. Based on these original findings, we conclude by suggesting a proposition which should be corroborated in future empirical studies on strategic groups. Copyright © 2007 John Wiley & Sons, Ltd.     

Herding in the strategic allocations of Spanish pension plan managers

This paper empirically examines herding behavior in the strategic style allocations of Spanish pension plan managers. The study uses both the standard metric used in financial literature to capture institutional herding and a new approach to address some shortcomings of this traditional measure. Concretely, some authors have highlighted that the traditional measure does not take into account that the probability that a manager buys rather than sells a certain stock depends on both the initial holding in the stock and the asset flows. As a consequence, this study proposes a new approach, which can be applied to other financial markets and provides more accurate values of the probability to increase (or decrease) the style exposures bearing in mind the previous exposure of each portfolio. The study confirms the existence of herding behavior by using both methods. Although the strength of this behavior decreases using the new approach, the herding levels detected in this study of style herding of Spanish pension plans are higher than those of previous research analyzing portfolio holdings in other countries. Additionally, herding levels are higher in periods of low volatility while market returns does not seem to influence herding levels.     

The relationship between mixed strategies and strategic groups

This paper identifies a theoretical basis for the existence of strategic groups. We represent the competitive marketplace by means of a game-theoretic model and motivate the existence of markets wherein the only Nash solution may be in mixed strategies. Given deterministic behavior on the part of the firms, we interpret this solution in terms of a strategic groups equilibrium. The major implication of this analysis is that strategic groups can exist even if there is no inherent asymmetry (in terms of skills) between firms.     

Levels of strategic purchasing: Impact on supply integration and performance

The growing importance of supply chain management has led to an increasing recognition of the strategic role of purchasing, which has recently evolved and expanded from “buying” to “procurement” and “supply management”. In this study, we chart our sample firms’ advance in strategic purchasing, characterized by the strategic focus, strategic involvement of the purchasing function and the status and visibility of the purchasing professionals, into three stages.This study provides strong empirical support for the importance of strategic purchasing by showing that, by moving towards the more advanced stages, firms at the nascent stage of strategic purchasing can achieve better supply integration, a second-order construct composed of four facets of relational, process, information, and cross-organizational team integration. Our analyses further reveal that strategic purchasing can have a profound impact on supply chain performance for both buyer and supplier firms.     

Effects of strategic human resource management on strategic vision

It is pertinent for organizations that operate in a highly competitive environment to pursue a strategic vision. This study explores the effects of strategic human resource management (SHRM) on the implementation of a strategic vision. Other constructs of importance in the model include leadership, commitment and organizational structure. A total of 400 questionnaires were sent by mail to organizations of various industries and the total number of respondents was 104. Leadership was found to be significant in eight out of ten of the hypotheses, thereby indicating that the leadership of an organization plays an extremely important role in the achievement of a vision. Also, SHRM functions such that HR planning, recruitment and selection, rewards and compensation as well as training and development have significant effects in the achievement of different visions. For the vision of regional growth, leadership and organizational structure was found to be significant. Where market growth is pursued, leadership, reward system, commitment, training and staffing are significant. In the case of a strategic vision of mergers and ventures, only leadership was found to be significant. The only significant factor in the vision of low cost and productivity is planning. For a vision of customer focus and innovation, leadership and selection are the significant factors. Where innovation and product development are pursued, only planning is significant. For organizations that pursue cluster visions, the factors that are significant include leadership, commitment and selection.     

Context-specific rationality in sense-making of strategic stimuli

Managerial cognition is central to strategic processes in several ways, since the perception and interpretation of strategic stimuli affects the way strategic issues are conceptualized. In this paper strategic stimuli are analysed according to the dimensions of strength and structure. It is argued that different classes of strategic stimuli pose different challenges to managerial cognition. It is further argued that experience of a particular strategic problem-domain influences managerial thinking patterns. These assumptions are tested empirically in a quasi-experimental study of managers and students involved in the analysis of four business cases, each designed to capture one specific class of strategic stimuli.     

Facilitating and inhibiting factors behind strategic change: Evidence in the Spanish private banking industry, 1983–1997

This research explores the main facilitating and inhibiting factors behind strategic change in a single-industry context characterized by substantial environmental turbulence. Based on a dynamic and additive framework which includes theoretical arguments from the traditional strategic management and ecological approaches and an extensive review of several key empirical studies on the antecedents of strategic change, our study captures the cumulative effect of certain external and internal factors for and against strategic change. The results indicate that strategic change has been a frequent event in the chosen industry context. In this setting, the main facilitating factors behind strategic change have been linked to certain factors in the external context (environmental events linked to deregulation process and density) and in the internal context (CEO succession and tenure). But, alternatively, it can also be observed how other factors from both the external context (other environmental events associated with the liberalization process and industry concentration) and from the internal context (size) have acted as potential forces inhibiting the strategic transformation process experienced by most of the firms examined. We conclude by discussing the possible use of our framework in future research, with a view to further extending our understanding of potential antecedents of strategic change.     

A Map of Neverland: The role of policy in strategic environmental management

Emerging environmental management system standards and environmentally conscious academics promote the strategic planning role of environmental policies, but frequently ignore their strategic visioning role. It is argued in this paper that an environmental policy should based on strategic visioning and act as a starting point of strategic planning. Thus an environmental policy could link strategic visioning and planning. The policy should also communicate the environmental goals of a company and the means to reach those goals. To contribute to the fulfilment of the company's mission, the environmental goals and means (strategies) need to be integrated into and co-ordinated with general business goals and strategies. It is claimed here that an environmental policy has multiple strategic roles: strategic visioning, communicating, strategic planning, linking strategic visioning and planning, and integrating and co-ordinating. To support this claim, these five potential roles of an environmental policy are explored at the corporate, divisional and operating unit levels of Shell and Texaco. It is maintained that environmental policies have an enormous inherent strategic potential which can be released by building, maintaining and implementing the policies in such a way that they can fulfil all their strategic roles. © 1997 by John Wiley & Sons, Ltd and ERP Environment.     

Innovation risks of strategic outsourcing

Outsourcing was originally confined to peripheral business functions and mainly motivated by a cost saving logic, but has now developed into a routine strategic management move that affects not only peripheral functions but the heart of the competitive core of organisations. At the same time there is a move from traditional outsourcing with one or a small number of key partners and long-term contracts to strategic outsourcing with multiple partners and short-term contracts. This paper investigates the innovation-related risks that can arise from strategic outsourcing and adopts a trust, collaboration and network perspective for this analysis. It uses the example of Information technology/Information Systems (IT/IS) outsourcing to highlight the increased risks that arise from a move from traditional to strategic outsourcing and discusses some measures that managers can take to attempt to control these risks. The nature of the risk is closely related to the risk of information leakage that arises from collaborative research and technology development between organisations in technology-intensive sectors that has been analysed by Hoecht and Trott [Hoecht, A., Trott, P., 1999. Trust, risk and control in the management of collaborative technology development. International Journal of Innovation Management 3(1), 257–270].     

Adherence to environmental law: the strategic complementarities of compliance decisions

In this paper we address why firms comply with environmental regulations when enforcement is weak by suggesting that firms choose their level of environmental compliance strategically. Our theoretical model shows that compliance decisions among firms are strategic complements—increased compliance by one firm will positively influence the compliance rate of its rival. In our empirical analysis we find that the compliance rates of other regulated entities have a positive and significant effect on a regulated source's compliance behavior in three of our four heavily regulated industries. If compliance decisions are strategic complements, this may partially explain high compliance rates in the presence of limited regulatory pressure.     

Continuous strategic sourcing

This article is based on a specific situation and competence analysis research project. The objective of the project is to point out possible action areas for improvements and potential competence areas; areas that should be integrated in the company's future strategic work. In the long term, the objective is to develop specific tools that can support a company's decision processes when in and/or outsourcing. The specific tools form the basis for the development of a conceptual framework that may facilitate the work with and the understanding of strategic in and outsourcing.During recent years new theories on SCM, outsourcing, supplier cooperation, etc. have emerged. Each theory has its own specific basis seeking to give solutions to problems concerning how to use and cooperate with suppliers. All theories, however, seek to solve a well-known problem within economic theory. Thus, the issue on division of labour and specialization is well known (Foretag i netwark, Stockholm, Studieforbundet for Naringsliv och Sammhallet, 1982; Joint Venture: theoretische und empirische analyse unter besonderer berücksichtigung der chemischen industrie der schweiz. Verlag Rugger, Germany, 1989). From an economic point of view it is a question of reaching the situation with the lowest production and transaction costs (Handbook of Industrial Organization. Amsterdam, 1989, pp. 135).     

Supply's strategic contribution: An empirical reality

Since the mid-1970s, authors from academia and from business have recognized that the strategic contribution made by supply is multi-faceted, although their work does not distinguish among the levels of strategic contribution. This study makes this differentiation by using a systematic literature review of the last 30 years and by performing a content analysis of 131 selected articles. The analysis of the increasing sophistication of supply's strategic contributions leads to three main observations: 1) the different types of contributions can indeed be classified into categories: category I (support to corporate improvement targets), category II (support to the organizational competitive advantage), and category III (source of sustainable competitive advantage); 2) contribution types in category I have been recognized since at least the early 1980s, while recognition has progressively taken place mostly in the 1990s for categories II and III; and 3) the contribution types in category I are perceived both as contributions that the supply function must master before it can take on those in categories II and III, and as contributions expected even when the supply function already contributes well to categories II and III. Therefore, supply professionals should develop their ability to better utilize the currently acknowledged strategic contributions, while being ready to take advantage of the new types of contributions.     

Do strategic factors affect adoption of profit sharing? Longitudinal evidence from Canada

Despite the growing interest in strategic human resource management and strategic compensation, the firm's strategic context has rarely been examined as a possible predictor of profit sharing adoption, especially in longitudinal research, nor have all three possible strategic alignments (internal, horizontal, and vertical) been included in the same study. Based on three panels of longitudinal data from Canadian establishments drawn from three consecutive time periods, this paper finds strong support for internal (within compensation strategy) alignment, as a high-wage compensation policy is a significant predictor of profit sharing adoption in all three time periods. At the same time, significant support for a diffusion or institutional perspective on profit sharing adoption is also noted. These findings highlight the importance of including both strategic factors (particularly those that may be associated with internal alignment) and institutional factors in studies seeking to understand profit sharing adoption.     

Purchasing's strategic relevance

Recently Ramsay (Eur. J. Purchasing Supply Manage. 7 (4) (2001) 257) applied the resource-based view of the firm (RBV) to argue that purchasing is a largely irrelevant activity from a strategic management point of view. In this paper it is argued to the contrary since there is a wider theoretical base underlying strategic management, more recent developments in the RBV suggest that purchasing is indeed a strategic activity, and much empirical evidence demonstrates that purchasing and supply management contribute to sustainable competitive advantage. A systematic set of criteria is then put forward, which helps purchasing management researchers to assess whether studied phenomena have strategic impact.     

How strategic considerations influence decision making on e-HRM applications

Although numerous studies indicate that the added value of human resource management is strongest when HRM decisions are linked to the organizational strategy, practical knowledge about how strategic considerations influence decision-making processes relating to e-HRM is limited. Therefore, the purpose of this study is (1) to examine in three case studies how strategic considerations influence the decision-making process around the introduction of e-HRM applications, (2) to present propositions for further research, and (3) to offer recommendations on how to better include strategic considerations in the decision-making process. Three in-depth case studies of companies' e-HRM implementation were performed using a model on e-HRM strategy formulation (Marler, 2009). The case studies reveal that when specific business drivers are absent from the decision-making process, the main role of e-HRM becomes to provide an infrastructure with a focus on preventing dissatisfaction. In order for e-HRM to be used in a more strategic way, business and HRM should be aligned.Based on the findings, we offer research propositions for academics studying this emerging field of the interconnections between strategy, human resource management and IT systems. In addition, we offer recommendations for HR practitioners on how to optimize the match between business and HRM.     

A framework for strategic service management

A service framework is needed to foster strategic thinking in services. This paper introduces the service process/service package matrix to meet that need. The important feature of the service process is the degree of customer influence on the service process. The unique characteristic of the service package is that it consists of both tangible and intangible aspects. The service package is described by the degree of customization found in those tangible and intangible elements. Strategic competencies are identified and discussed along the service process dimension, the service package dimension, and the main diagonal of the matrix. Some existing strategic frameworks are embedded and incorporated in the matrix. Additionally, we formulate research propositions based on the matrix. Service firms can use this matrix to gain strategic insights by aligning the type of service package offered with the type of process used to create the service and to have a better understanding of their service operations strategy.     

The strategic value of e-HRM: results from an exploratory study in a governmental organization

This paper presents results from an exploratory study in a governmental organization on the strategic value of electronic human resource management (e-HRM). By applying the organizational capabilities approach, and by means of mixed research methods, data were collected on two generally acclaimed strategic advantages of e-HRM: changing the role of the human resource (HR) function towards becoming a business partner; and increasing the time available for strategic HR issues. The findings show that these strategic advantages are not convincingly realized. While HR professionals perceived role changes, line managers and non-managerial employees in general did not. The frequency of e-HRM practise was low, although it was satisfactorily used as intended. Interviewees stated that strategic advantages might arise if certain conditions are met. E-HRM does however provide some unintended benefits. The findings suggest that e-HRM alone is not sufficient to enable the HR function to create dynamic and operational capabilities. Suggestions for further research are provided.     

Elections and strategic positioning games

We formalize the interplay between expected voting behavior and strategic positioning behavior of candidates as a common agency problem in which the candidates (i.e., the principals) compete for voters (i.e., agents) via the issues they choose and the positions they take. A political situation is defined as a feasible combination of candidate positions and expected political payoffs to the candidates. Taking this approach, we are led naturally to a particular formalization of the candidates' positioning game, called a political situation game. Within the context of this game, we define the notion of farsighted stability (introduced in an abstract setting by Chwe 1994) and apply Chwe's result to obtain existence of farsightedly stable outcomes. We compute the farsightedly stable sets for several examples of political situations games, with outcomes that conform to real-world observations.Received: 18 May 2001, Accepted: 22 January 2002, JEL Classification: C7, D7, D8Myrna H. Wooders: http://www.warwick.ac.uk/fac/soc/Economics/wooders/An earlier version of this paper was completed while the first author was visiting the Department of Economics, University of Exeter. The first author gratefully acknowledges Exeter's support and hospitality. Similarly, the second author gratefully acknowledges the support and hospitality of the Centre for Operations Research and Econometrics (CORE) of the University of Louvain-la-Neuve, Belgium and of the University of Cergy-Pontoise, France. Both authors are indebted to Amrita Dhillon, John Duggan and Gilat Levy for helpful comments about references. Both authors thank an anonymous referee for helpful comments.     

New Institutional Economics' contribution to strategic groups analysis

Rather than consider the two broad strands of strategic group research—performance‐based and behavior‐based studies—as competing approaches, we argue that they relate to complementary levels of analysis. We present a four‐level framework for analyzing structures within industries drawn from New Institutional Economics (NIE) which covers different approaches to strategic group formation from institutional isomorphism and embeddedness through to the firm‐level effects of certain resource deployments. We apply an institutional approach to a case study of the Australian banking industry and supplement this with a quantitative approach based around key strategic variables. This analysis suggests that distinct groups have emerged due to the institutional environment and the different regulatory environments experienced by various banks in the industry. Copyright © 2007 John Wiley & Sons, Ltd.     

The impact of strategic operations management decisions on community hospital performance

Over the past decade, 10% of community hospitals have closed. In this challenging time, our study presents hospital administrators with some valuable information that can help improve community hospitals’ performance. The purpose of this paper is to develop a strategic operations management model that links long-term service choices, intermediate operations decisions, and hospital performance given the structural constraints of location, size, and medical teaching status. Data collected from 151 community hospitals are used to test the model. The research identifies strategic operations management decisions in the US community hospitals, shows their causal relationships, and identifies their effects on hospital performance. Specifically, we find that intermediate infrastructural operations decisions affect a community hospital’s cost, quality, and financial performance after the structural decisions of location and size have set the stage. Our study also reveals that community hospitals have adopted new staff and demand management decisions in response to the market needs.