Overcoming resource challenges in peer-production communities through bricolage: The case of HomeNets

Peer-production communities can create great value and foster innovation for their members, even in situations where resources are extremely scarce. How these communities create or acquire necessary resources in such settings is an important theoretical and practical question. In this paper, I investigate how a peer-production community overcame substantial resource challenges, using the analytic lens of bricolage theory, in a longitudinal study of HomeNets, communities of residents that developed residential Internet infrastructures and services for a million users in Minsk, Belarus, without funds, material resources, knowledge, or formal legal status. The findings illustrate that communities develop their missing resources by engaging in multiple coexisting bricolage forms and processes, which help them to successfully incorporate the individual and collective resource building efforts of their participants and address the challenges specific to the continuously evolving community. Based on the findings, I propose a model of community resource development with bricolage, discuss theoretical and practical implications for studies on communities and bricolage, and suggest areas for further research.     

Bricolage,collaboration and mission drift in social enterprises

Abstract

Increasingly, social enterprises are relying on collaboration with partners to tackle the resource constraints that they face. In this research we focus on the strategy of bricolage to explore whether and how the different types of partner becoming involved may impact on the mission of social enterprises. Grounded in resource dependency and transaction cost theories, we explore how power asymmetry and the nature of involvement may impact on the outcomes of bricolage. Our findings demonstrate that in the more integrated relationships with high power asymmetry, more instances of mission drift might be observed compared to when social enterprises develop the more collaborative or complementary nature of partnerships with symmetrical power dependency, or when the partners’ involvements are mainly transaction-based.     

Innovation for Inclusive Business: Intrapreneurial Bricolage in Multinational Corporations

It is often argued that multinational corporations (MNCs) are in a unique position to innovate business models that can help to alleviate poverty. This empirical study into intra‐organizational aspects of pro‐poor business innovation in two MNCs suggests, however, that certain elements of their management frameworks – such as short‐term profit interests, business unit based incentive structures, and uncertainty avoidance – may turn into obstacles that prevent MNCs from reaching their full potential in this respect. We introduce the concept of intrapreneurial bricolage to show how middle manager innovators may promote pro‐poor business models despite these obstacles. We define intrapreneurial bricolage as entrepreneurial activity within a large organization characterized by creative bundling of scarce resources, and illustrate empirically how it helps innovators to overcome organizational constraints and to mobilize internal and external resources. Our findings imply that intrapreneurial bricolage may be of fundamental importance in MNC innovation for inclusive business. In addition to the field of inclusive business, this study has implications for the study of bricolage in large organizations and social intrapreneurship, as well for managerial practice around innovation for inclusive business.     

Waste Livelihoods Amongst the Poor – Through the Lens of Bricolage

This paper examines two social enterprises and 25+ informal economy micro‐entrepreneurs in Kenya who utilize waste materials to generate income, considered through the conceptual lens of bricolage. Waste materials can all be considered as sources of free or discounted materials that in resource‐constrained and poor communities might be leveraged to generate income in the absence of employment. This paper explores three key themes that emerge from the research findings, namely the various strategic dimensions of the cases, the networks and social capital they leverage and how these livelihood models relate to various dimensions of bricolage such as improvisation, making do and the process of ‘fiddling’ or recombining resources. The findings also suggest that differing waste livelihoods have different rates of return, or profitability, and differing input requirements of capital, skills and knowledge. The paper also stresses the role of boundary spanning organizations such as NGOs and hybrid/social enterprises. © 2016 The Authors. Business Strategy and the Environment published by ERP Environment and John Wiley & Sons Ltd.     

How perceived empowerment HR practices influence work engagement in social enterprises – a moderated mediation model

Abstract

Drawing insights from the group engagement model and self-determination theory, our research explored the role of perceived empowerment human resource (HR) practices in the hybrid organizational form of social enterprise in China. Based on two studies, this paper developed and examined a moderated mediation model, linking perceived empowerment HR practices, identification motivation, work engagement, and authority work value. Specifically, in Study 1 we found perceived empowerment HR practices increased employees’ work engagement through enhancing employees’ identification motivation. In Study 2, we adopted a two-wave design to duplicate and extend this mediation model. A moderator, employees’ authority work value, was found to weaken both the mediation relationship, and the positive relationship between perceived empowerment HR practices and identification motivation. This study broadens the understanding of what social enterprises look like in alternative contexts, while providing an opportunity to explore how a HRM mechanism and its boundary condition function in large social enterprises in China.     

Bricolage in the urban cultural sector: the case of Bradford city of film

Abstract

This article discusses bricolage in the context of a social enterprise for urban development. It focuses on the case of BDK Limited, and discusses how this organisation contributes to the economic and social development of the British city of Bradford by promoting city-wide film-based cultural consumption and cultural pride. This research used semi-structured interviews, participant observation and documentary analysis to examine this organisation’s different modes of material and ideational bricolage. The entrepreneurs serve as material bricoleurs as they transform the residuals of the city’s industrial past from materials of no use and reminders of backwardness to sites for cultural consumption. This paper also identifies patterns of ideational bricolage. In Bradford, ethnic diversity has long been discursively associated with conflicts and backwardness by local businesses, potential investors, the media and even urban social entrepreneurs themselves. However, in this case study, diversity is re-perceived as a cultural asset for urban tourism and related industries.     

自然资源的价值管理:理论、实践与创新

可持续发展最大的障碍即为自然资源瓶颈,如何推动自然资源的可持续利用,推动自然资源使用效率的提高,值得思考.笔者提出,应当以资源价值补偿理论创新自然资源的价值管理模式和管理手段,应当实现自然资源价值的宏观补偿和微观补偿衔接与一体化,以真正实现自然资源的以价值管理为核心的资产化管理.     

Developing service climate in local vs. foreign firms in smaller Asian emerging markets: a resource-based and social exchange perspective

While research on drivers of service climate has focused on organisational resources and human resource practices such as training, employee autonomy and inter-departmental support, how these resources interrelate and influence service climate has not been examined, especially in the context of smaller Asian emerging market. Drawing on the resource-based view and its extension on dynamic capability, and social exchange theory, this qualitative study investigates how local and foreign firms in smaller Asian emerging markets create a favourable service climate. Our findings suggest three inter-related groups of factors that influence service climate, namely firm-based, market-based and culture-based drivers. Notably, foreign service firms perform better than their local counterparts in several firm-based drivers (e.g. service-oriented human resource management practices, work facilitation resources). Our study proposes a conceptual framework that integrates inter-relationships of organisational resource-based factors and explains how internal and external factors drive service climate in firms in smaller Asian emerging markets.     

The importance of ‘fitting in’: collaboration and social value creation in response to community norms and expectations

Abstract

This article explores the effects of embeddedness in communities upon entrepreneurial practices. Based on the lived experiences of 10 craft entrepreneurs, this study reveals that within certain contexts, such as craft communities, entrepreneurs are expected to exhibit high levels of camaraderie and generosity, which leads them to create social value by supporting their peers and freely sharing their resources. Entrepreneurs achieve ‘fitting in’ not only by learning accepted norms, but also by performing strategic actions which allow them to temporarily adapt their conduct to meet the expectations of community members. Thus, this study exposes a largely concealed element of social entrepreneurial practice. This article also reveals that embeddedness in communities can lead entrepreneurs to collaborate with potential competitors. Craft entrepreneurs share their economic, cultural, social and symbolic capital in order to support and help revitalise their communities, to perpetuate their respective industries and to sustain a genuine interest in hand-crafted products. They consider such supportive behaviour a social responsibility that is shared among community members and a task that is passed from one generation to the next. Thus, this article reveals that collaboration and social value creation can be embraced in response to community norms and expectations.     

Contextualizing the subjectivist-objectivist debate in entrepreneurship using engineering,art, craft,and bricolage

The debate regarding the degree to which opportunities and resources are social constructions risks stagnation because it is difficult to argue that opportunities are either entirely constructed or entirely objective. In this paper we seek to contribute to this debate by introducing some overlooked aspects of the work of Lévi-Strauss (1962) as they relate to the discussion of entrepreneurial opportunities and resources. A categorization scheme of entrepreneurs based on Lévi-Strauss’ categories of art, craft, engineering and bricolage can be used to help differentiate the ways in which entrepreneurs view opportunities and resource acquisition, and how those views impact entrepreneurial action and ultimately entrepreneurial success. This contrasts with the more traditional entrepreneurship literature, which views opportunities as objective phenomena and opportunity identification and exploitation as completely rational.     

The symbiosis of entities in the social engagement network: The role of social ventures

Social entrepreneurship is increasingly recognized as a mechanism for creating social and economic value. By applying population ecology, resource dependency and resource-based view perspectives, this paper develops a conceptual model to provide greater insight into how social entrepreneurship ventures collaborate with other organizations in a network to fulfill resource requirements. Through this process social ventures address unmet social needs to create value which leads to the development and growth of individuals, communities, and regions. Using a large city's economic development actors involved in small business promotion as test cases, this exploratory study illustrates that social ventures effectively acquire resources from the primary social engagement network actors: corporations, governments, and other social ventures. The framework introduced in the paper provides a means by which to better understand the context in which relevant social engagement players in a network exist and the synergies that they can develop.     

Creating Psychological and Legal Contracts Through HRM Practices: A Strength of Signals Perspective

We integrate the concept of signaling theory to propose that organizations create psychological and legal contracts through their human resource management practices (HRM). Focusing on the strength of the signal generated by HRM practices, we develop a framework for contract creation. Specifically, we define and outline how weak signals generate psychological contracts and strong signals develop legally binding contracts. We provide several examples of HRM hiring practices, the weak and strong signals which they emit and the psychological and legal contracts which they create. Our key contribution is to provide a precise model for understanding the distinction between a psychological and legal contract.     

Gender,social salience,and social performance: how women pursue and perform in social ventures

Abstract

We investigate how women that start organizations contribute to the creation of social value in communities and society. We draw on theory from gender self-schemas and social identity theory to explain how women with a female gender-self schema have a natural inclination to create organizations with social goals and intentions in mind. We label these social goals and intentions as social salience and draw on goal theory and existing understandings on intentions to explain how the presence of a social salience in an organization is related to the social performance of their organization. Utilizing structural equation modeling, we show that gender positively influences social salience that subsequently has a positive relationship with the social performance of the organization. We also show that social salience fully mediates the relationship between gender and social performance implying that gender alone is not enough to explain the social performance of an organization. We conclude by highlighting the implications, contributions, and future research that result from our findings.     

High‐Performance Work Systems in Professional Service Firms: Examining the Practices‐Resources‐Uses‐Performance Linkage

Professional service firms (PSFs) play an important role in the knowledge‐based economy. Their success is highly dependent on their people, the knowledge resources they possess, and how they use these resources. However, how to systematically manage human resources to attain high performance is not fully understood. This study addresses this issue by investigating the linkage mechanisms through which high‐performance work systems (HPWS) influence the performance of PSFs. We integrate resource‐based and dynamic capability theories in order to identify and investigate two intervening mechanisms that link HR practices to firm performance. The first mechanism is the intellectual capital resources comprising the human, social, and organizational capital that HPWS create. The second mechanism is the uses to which both HPWS and resources can be applied, operationalized as organizational ambidexterity, the simultaneous exploitation of existing knowledge and exploration of new knowledge. These mechanisms are hypothesized to link HPWS to firm performance in the form of a practices‐resources‐uses‐performance linkage model. Results from a longitudinal study of 93 accounting firms support this linkage model. © 2015 Wiley Periodicals, Inc.     

Engaging workers in resource-poor environments: the case of social enterprise in Vietnam

Abstract

How do social enterprises acquire and retain employees in resource-poor environments? This paper presents findings from a study examining human resource management (HRM) practices in transitional economy social enterprises, where research on HRM remains underexplored. Drawing on social exchange theory and employing a multiple-case study design, we examine the ways in which four well-established social enterprises in Vietnam use high-involvement work practices (HIWPs) to acquire, retain and support the performance of workers. The findings suggest that HIWPs increase the social exchange value of social enterprise employment but raise questions about business sustainability. We identify evidence of a unique bundle of HIWPs, which comprise four dimensions of the original model: information, knowledge, power, and rewards, and one new dimension, namely family-building practices.     

Entrepreneurship through Bricolage: a study of displaced entrepreneurs at times of war and conflict

ABSTRACT

War and conflict brings about adverse changes for those who are displaced. How do entrepreneurial individuals respond to such adversity to either set-up, or continue with their existing entrepreneurial endeavours that would improve their own livelihood or that of others who have been affected? Whilst previous studies have found local knowledge, networks and resources to be crucial in the development of ventures in the war and conflict context, alienation from mainstream society within the host location often means that to succeed, those who are displaced require alternative strategies and approaches. Through examining the entrepreneurial ventures of six internally displaced entrepreneurs in Pakistan, our study identifies that entrepreneurial individuals find different ways to adapt to the new order, with both internal and external bricolage becoming the key strategies deployed to either re-establish their previous businesses or to develop new endeavours in the host location. To compensate for lack of local knowledge, networks and resources, we found that entrepreneurs followed closely their previous paths in their bricolage attempts, relying on reconfigurations of their pre-existing competencies, as well as utilizing pre-established and clandestine networks.     

Strategy, human resource management and performance: Sharpening line of sight

This paper builds on previous theory and research on strategy and human resource management to identify important linkages between the firm's strategy, its human resources, and performance outcomes. First, we review the relevant literature focusing in particular on the role of human resources in creating competitive advantage. We then present a multi-level model illustrating how human resource management practices can effectively align organizational, group and individual factors with the organization's strategy. We redefine line of sight as the alignment of organizational capabilities and culture, group competencies and norms, and individual KSAs, motivation and opportunity with one another and with the organization's strategy. Further, we propose that such alignment contributes to the creation of human capital and social capital, both of which are necessary to achieve and sustain superior performance. We conclude the paper with some implications for future research and practice.     

Bridging knowledge in ambidextrous HRM systems: empirical evidence from hidden champions

Managing the tension between efficiency and flexibility is one of the core challenges that organizations must tackle in order to survive in the global competitive environment. Ambidexterity has been identified in the literature as a key way of managing this tension. Despite the enormous popularity of the concept of ambidexterity, the questions of how HR practices influence exploration and exploitation and support organizational ambidexterity remain underexplored. Drawing on our empirical case studies of three mid-sized ‘hidden champions’ in different high-tech manufacturing industries, we show how an ambidextrous human resource management (HRM) system works. We demonstrate that ambidextrous HRM systems can be regarded as a special type of high-performance work system (HPWS) that facilitates the continuous integration of exploration and exploitation in the pursuit of flexibility and efficiency. In particular, we elucidate how firms apply integrative employment practices and integrative work practices to facilitate collaboration and to create and strengthen a common frame of reference that fosters knowledge integration. Finally, setting up an ambidextrous HRM system supports the complementary interplay between a common frame of reference and a firm's ability to integrate knowledge in order to manage the conflicting demands of exploration and exploitation.     

How do crowd logistics platforms create value? An exploratory case study from China

ABSTRACT

Crowd logistics platforms play an important role in value creation, but the extant literature has not clarified how platforms create value. Consequently, this multiple case study identifies three main types of value creation capabilities for crowd logistics platforms: resource matching, operations management, and risk control. Additionally, the study demonstrates that these crowd logistics platform capabilities create value by providing the most accurate matches between resources and requests while also enhancing driver agility and compliance. Based on these findings, we present four propositions that extend our understanding of crowd logistics platforms’ value creation capabilities and the process through which these capabilities lead to value creation. The study also provides valuable insights for crowd logistics companies to improve their value creation capabilities.     

Employee perceptions of HR practices: A critical review and future directions

Abstract

Scholars are directing more attention to employee perceptions of human resources (HR) practices and have explored issues such as whether and how employees’ idiosyncratic or collective perceptions of HR practices shape employee outcomes. To further this area of research, we seek to determine what authors mean when they refer to “employee perceptions of HR practices”. We review 105 articles from leading human resource management journals and find that employee perceptions of HR practices is not a monolithic concept. Rather, following previous scholars, we identify three distinct components of employee perceptions of HR practices: the ‘what’, ‘how’, and ‘why’. We critically summarize extant literature on these three components of employee HR perception and propose future research directions, including enriching the theoretical foundations of HR communication, embracing cross-national contexts, and enhancing practical relevance.