Beyond strategic human resource management: is sustainable human resource management the next approach?

Strategic human resource management (SHRM) emerged as a dominant approach to human resource management (HRM) policy during the past 30 years. However, during the last decade, a new approach to HRM has evolved. This approach has been labelled sustainable human resource management (sustainable HRM). It is an approach that seeks to link HRM and sustainability. The term sustainability is fraught with semantic difficulties, as is conceptualising its relationship to HRM. Consequently, sustainable HRM is viewed in a variety of ways. This paper examines the major features of SHRM, some of the meanings given to sustainability and the relationship between sustainability and HRM. It then outlines the major characteristics of sustainable HRM. Although there are a diversity of views about sustainable HRM, this approach has a number of features which differentiate it from SHRM. It acknowledges organisational outcomes, which are broader than financial outcomes. All the writings emphasise the importance of human and social outcomes. In addition, it explicitly identifies the negative as well as the positive effects of HRM on a variety of stakeholders; it pays further attention to the processes associated with the implementation of HRM policies and acknowledges the tensions in reconciling competing organisational requirements. Such an approach takes an explicit moral position about the desired outcomes of organisational practices in the short term and the long term. Sustainable HRM can be understood in terms of a number of complimentary frameworks.     

Accounting for international trade in value added: a comment on the OECD–WTO project

ABSTRACT

In the global economy of today, global value-added chains allow firms and countries to take apart the production process and do the part they are best at. In response to this new reality, OECD and WTO have launched a common statistics project of the ‘OECD–WTO Trade in Value-Added (TiVA) Database’. The database links national input–output tables with bilateral trade data to develop inter-country input–output tables that allow compiling, and revealing such chains. Its data are actual nominal values compiled at current exchange rates. The paper takes issue with that choice. Recalling that elsewhere in the United Nations national accounting figures are transformed to purchasing power parity before being compared internationally the paper suggests to follow suit and compile international value-added chains at real exchange rates, as well, and it sketches an introductory outline of how to do so.     

Debreu’s coefficient of resource utilization, the Solow residual, and TFP: the connection by Leontief preferences

Debreu’s coefficient of resource utilization is freed from individual data requirements. The procedure is shown to be equivalent to the imposition of Leontief preferences. The rate of growth of the modified Debreu coefficient and the Solow residual are shown to add up to TFP growth. This decomposition is the neoclassical counterpart to the frontier analytic decomposition of productivity growth into technical change and efficiency change. The terms can now be broken down by sector as well as by factor input.

Career advancement in large organizations in Europe and the United States: do international assignments add value?

We look at the relationship between the number of assignments, the length of international assignment experience, the type of employer commissioning the international assignment, the individual's career stage at the first assignment, and career advancement: the time that the executives took to be appointed to the CEO position from the start of their career. Our sample of 1001 chief executives, based in 23 countries and affiliated with the 500 largest corporations in Europe and the 500 largest in the United States, allows us to examine important individual- and organization-level contingencies that affect the relationship between international assignment experience and career advancement. We find that international experience slows the executives' ascent to the top, longer assignments and a larger number of assignments being detrimental to their speed of ascent to top corporate positions. Further, international assignments at corporations other than the CEOs' current employer and assignments taken at later stages of executives' careers damage career advancement.     

Person–organization fit and the war for talent: does diversity management make a difference?

This study investigates the importance of diversity management in applicants' job choice decisions. According to the person–organization fit theory, individuals make assessments of fit between their personal values and the values of the organizations, and they make job choice decisions based on these assessments. A survey of 113 MBA job seekers concluded that women and ethnic minorities found diversity management to be important when accepting offers of employment. In addition, high achievers and new immigrants rated organizations with diversity management as more attractive as potential employers. The findings suggest a need to place a higher emphasis on diversity management in women and minority applicant attraction.     

‘Change or hold: reexamining HRM to meet new challenges and demands’: the future of people at work: a reflection on diverging human resource management policies and practices in Dutch organizations

As a consequence of continual change pressures on everyday organizations, a gradual but noticeable shift is taking place in the way managers and employees view the employment relationship. Expectation patterns between both parties are starting to diverge into what seems to be new forms of managing people, based on different assumptions regarding their importance in the (knowledge based) economy. Traditional differences in employment expectations between superiors and their subordinates, between higher and lesser educated and between intrinsically and extrinsically motivated employees, are currently making place for differences between younger and older knowledge workers and for diversity and professionalism. In this article, HRM is contrasted against two emerging approaches towards the management of people, which are currently subsets of HRM, but gaining momentum as potential replacements for HRM. First, we identify ‘Transaction-based Management of People (TM)’ in which the employment relationship mirrors that of a financially driven exchange relationship, similar to transaction economics. We refer to the second approach as ‘Professional-based Management of People (PM)’ in which the nature of the employment relationship reflects the recognition of people in organizations as ‘true’ professionals who know best what constitutes superior business performance. These approaches have been empirically examined by means of a representative survey among Dutch directors and managers.     

Gainsharing and knowledge sharing: the effects of labour–management co-operation

We compare patterns of employee knowledge sharing in the form of suggestions for reducing costs and improving productivity submitted as part of a gainsharing reward system in two organizations. Combining insights from recent studies that use employee risk sharing and organizational learning frameworks to understand how gainsharing programmes work, we propose that employees' willingness to share high-risk (second-order-learning) knowledge with management is affected by the degree of labour–management co-operation and trust. Specifically, we hypothesize that union support and involvement in gainsharing affects employee knowledge sharing by increasing employees' initial acceptance of the compensation risk associated with gainsharing and by facilitating employee willingness to take on additional compensation and employment risk over time. We test these hypotheses using time series data on employee suggestions and gainsharing performance at two locations with similarly structured gainsharing plans but different levels of labour–management co-operation. The results generally support our hypotheses. We conclude by considering the implications of these results for gainsharing design and implementation as well as the broader implications of the effect of HR practices on employee knowledge sharing and knowledge management in organizations.     

Crossing the borders: the relationship between boundary management,work–family enrichment and job satisfaction

Building upon Boundary Theory, the present study aims at investigating boundary management as a predictor of work-to-family enrichment and, in turn, of job satisfaction. We conceptualize boundary management both as an individual (preferences of an employee) as well as a contextual variable (perceived supplies of a workplace), both with respect to the two dimensions permeability (psychological boundary) and flexibility (physical boundary). In a survey of 222 employees with at least one child at home, we assessed employees' permeability and flexibility preferences, perceived permeability and flexibility supplies of the workplace, work-to-family enrichment and job satisfaction. Regression analysis showed a strong positive association between employees' permeability preferences, work-to-family enrichment and job satisfaction and between perceived flexibility supplies of the workplace, work-to-family enrichment and job satisfaction. Work-to-family enrichment mediated the relationship between permeability preferences and job satisfaction. Furthermore, work-to-family enrichment mediated the relationship between perceived flexibility supplies and job satisfaction. Theoretical and practical implications of the results will be discussed.     

Assessing the impact of liberalisation policies on the Greek labour market: an insider–experts' view from the perspective of the varieties of liberalisation

During the recent Great Recession (2008–2018), Greece has become the prototype example of the implementation of austerity policies in Europe. Contrary to public discourse, these austerity policies were complemented by substantial labour market reforms that promoted employment and wage flexibility. This article aims to present a theory-driven understanding of the implementation and the effects of these reforms. For this purpose, we employ a qualitative study consisting of semi-structured interviews with 50 labour market experts—government officials and labour lawyers, academics, labour union representatives and employer association representatives. Using Thelen's framework on the Varieties of Liberalization, we conclude that, contrary to the initial aims of the reforms, Greece followed a trajectory of direct deregulation, reducing considerably the level of both coordination between employers and workers, and coverage of employment protection. The interviews show that the dismantling of collective bargaining system was the most decisive move in this path.     

Beyond Intermediates: The Role of Consumption and Commuting in the Construction of Local Input–Output Tables

Estimating intermediate trade using conventional non-survey methods produces biased results. This problem has led to a methodological recommendation that emphasizes the accurate estimation of intermediate trade flows. This paper argues for a qualification of the consensus view: when simulating input–output (IO) tables, analysts need also to consider spillover effects driven by wage and consumption flows. In particular, for metropolitan economies, capturing wage and consumption flows is essential to obtain accurate Type II multipliers. This is demonstrated by constructing an interregional IO table that captures the interdependence between a city and its commuter belt, nested within the wider regional economy.     

Fostering societal impact and job satisfaction: the role of performance management and leader–member exchange

ABSTRACT

Performance management (PM) can alienate employees from experiencing societal impact. This is problematic since societal impact influences employees’ job satisfaction. To avoid such unintended effects, we investigate two conditions under which PM could instead benefit the societal impact and job satisfaction of employees: consistency and leader-member exchange. Results show consistent PM fosters job satisfaction, mediated by societal impact and moderated by leader–member exchange. Public organizations should streamline expectations communicated through PM and constructive leader relationships could reinforce this process. By examining the conditions under which PM can avoid unintended effects on employees, we add to the debate on PM effectiveness.     

Accounting for value added embodied in trade and consumption: an intercomparison of global multiregional input–output databases

Global multiregional input–output (MRIO) tables constitute detailed accounts of the economic activity worldwide. Global trade models based on MRIO tables are being used to calculate important economic and environmental indicators such as value added in trade or the carbon footprint of nations. Such applications are highly relevant in international trade and climate policy negotiations, and consequently MRIO model results are being scrutinized for their accuracy and reproducibility. We investigate the variation in results from three major MRIO databases by comparing underlying economic data and territorial and consumption-based results across databases. Although global value-added accounts were similar across databases, we find some significant differences at the level of individual countries and sectors. Model disagreement was relatively stable from the territorial to the consumption perspective. Pairwise matrix comparison statistics indicated that the Global Trade Analysis Project and World Input-Output Database MRIO tables were overall more similar to each other than either was to the Eora database.     

Building a global database: consequences for the national I–O data

ABSTRACT

Global economic analysis requires consistent and balanced data, which necessitates the reconciliation of datasets from both national and international sources. In the case of the Global Trade Analysis Project Data Base, datasets supplied by international sources are considered preferable to national input–output (I–O) tables. As a result, the national I–O data can experience significant adjustments during the reconciliation process due to differences between the national and international datasets. The purpose of this paper is to examine the extent to which national I–O data change during reconciliation. The results demonstrate that the I–O data are altered by the construction process, particularly from the reconciliation of the national I–O data to the international trade and energy datasets. Closer examination reveals potential issues with both the trade and energy datasets, as well as the national I–O data – illustrating the challenges associated with reconciling data from multiple sources.     

The intellectual structure of human resource management research: a bibliometric study of the international journal of human resource management, 2000–2012

The purpose of this study is to analyze the existing literature on human resource management (HRM) from all the research papers published in The International Journal of Human Resource Management between 2000 and 2012. The authors apply bibliometric methods to identify the main research lines within this scientific field; in other words, its ‘intellectual structure’. Social network analysis is also used to perform a visualization of this structure. The results of the analysis allow us to define the different research lines or fronts which shape the intellectual structure of research on HRM.     

A qualitative approach to the challenges for women in management: are they really starting in the 21st century?

Traditionally, the role of women in business responsibility jobs has provided extensive and much discussed issues. Almost 20?years ago research on WIB was very rich. Some discussions surrounding women in business included, for instance: learning about their situation at work, their strong and weak management capabilities and possible setbacks to their promotion and consolidation in positions of responsibility. In any case, it did seem that conciliation between family and work lives, in general, was a setback for most women. By the beginning of 21st century the work of Leonard (Women??s Stud Int Forum 24:67?C78, 2001) analyzed the state-of-the-art, concluding that not much had changed in terms of the challenges faced by women. Therefore, it may seem appropriate, to readdress the situation for women in management as this new century reaches its first decade. This paper takes as a reference the context of an occidental and developed country such as Spain. We develop a multi-case study which allows us to (i) analyze the opinion of a group of women and men who work in high and intermediate management positions, (ii) defend the suitability to overcome the differences between men and women and (iii) admit the consideration of different female profiles. In such cases, firms may take several advantages stemming from both gender and personal characteristics.     

The measurement of the economic performance of the US Nonfinancial Corporate Business Sector 1946–1990: an application of the shareholder value creation concept

This paper is based upon a juxtaposition of the cash flow-market value performance (alias SVC performance) and historic cost accounting (HC) performance of the US Nonfinancial Corporate Business sector 1946–90. It has two principal objectives: 1. To determine whether, judged on return and variability dimensions, the HC accounting model is an operationally acceptable surrogate for a multiperiod market-based accounting model. 2. To analyse the consequences of HC income-based distributions, i.e., corporate tax, interest and dividend payments based on conventionally-measured corporate income. Three principal conclusions are drawn: i. Notwithstanding their common cash flow component, HC performance indices are not reliable surrogates for SVC performance criteria. The former apparently do not accurately capture changes in corporate valuation and generally understate the variability of market-based returns. ii. The multiperiod HC income of a going concern characteristically overstates its coterminous multiperiod cash flows to a considerable degree. Contrary to common supposition, the former does not therefore constitute a ‘normalized’ or ‘smoothed’ version of a firm's ‘primitive’ cash flows in the sense that the cumulative (multiperiod) values of the two measures tend to converge. iii. As a consequence of ii, HC income and its near relation, taxable earnings, are dubious bases for measuring interest-paying, tax-paying and dividend-paying capacities. Corporate income-distribution decisions based on HC accruals-based profit measures frequently trigger external financing which may cause shareholder wealth losses and wealth transfers from shareholders to lenders. However, ‘fiscal drag’ appears to be the most serious consequence of HC accruals-based income distribution decisions.     

Future business and the role of purchasing and supply management: Opportunities for ‘business-not-as-usual’ PSM research

The raison d'être for this article is simple: traditional ways of researching, theorizing, and practicing purchasing and supply management (PSM) are no longer sufficient to ‘meet the moment’. Scholars need to advance a “business-not-as-usual” footing approach to their work, if they are to make a meaningful contribution to addressing the current and future emergencies, as highlighted by recent extreme weather and the COVID-19 pandemic. Yet, what can this, or should this, mean for a field rooted in traditional business thinking? This article builds on the Journal of Purchasing and Supply Management's (JPSM) 25th Anniversary Special Issue editorial (2019); members of the JPSM's editorial team advance their unique perspectives on what “business-not-as-usual” means for PSM. Specifically, we advocate both thinking much more widely, in scope and ambition, than we currently do, and simultaneously building our ability to comprehend supply chains in a more nuanced and granular way. We explore whether the bias toward positivist work has omitted potentially interesting findings, and viewpoints. This leads to a call to re-think how we approach our work: should the key criteria always be to focus on theory development or testing? Should academics “think bigger”? Turning to specific research themes, illustrations of how our current thinking can be challenged or broadened by addressing the circular economy, and role of purchasing and innovation. Specifically, the focus on the PSM function as an intrapreneur within the larger organization, and the role of innovation and technology in PSM work. Taken together, we hope the ideas and arguments presented here will inform and inspire ambitious and novel approaches to PSM research with significant and enduring impact on the transformation of business.     

Understanding graduate recruitment,development and retention for the enhancement of talent management: sharpening ‘the edge’ of graduate talent

Graduates are deemed to be a key source of talent within many organisations and thus recruiting, developing and retaining them is viewed as a logical talent management (TM) strategy. However, there has been little attention paid to university graduates as part of an organisation’s TM strategy. Such a specific focus addresses the need for further research into the segmentation of talent pools and the specific challenges different talent pools are likely to create. This research, which utilised a qualitative data collection strategy, examined the experiences and practices of six large UK organisations in relation to graduate TM. Drawing from Gallardo-Gallardo, Dries and González-Cruz’s (2013. What is the meaning of ‘talent’ in the world of work? Human Resource Management Review, 23, 290–300.) framework for the conceptualisation of talent, the findings from this research indicate and explain why graduate employers are frequently compelled to use the object approach (talent as characteristics of people) due to the unique characteristics that recent graduates possess, even though other studies have found that a subject approach (talent as people and what they do) is preferred by most employers. Ultimately, employers conceptualise graduate talent by what they describe as ‘the edge’ which needs to be ‘sharpened’ to fully realise the potential that graduates offer.