An empirical examination of strategic sourcing dominant logic: Strategic sourcing centricity

Recently, much of the thought in strategic sourcing, i.e., dominant logic, has shifted away from the exchange of tangible goods and toward the exchange of intangibles, specialized skills and knowledge, and processes. This study refers to strategic sourcing dominant logic as strategic sourcing centricity (SSC) and describes it as a sourcing management′s mindset based on learning, performance, planning, and relational orientations and manifests itself in the implementation of SS to meet supply management objectives and satisfy stakeholder requirements. Building on insights on intangibility derived from resource-based theory (RBV), the study proposes and empirically tests strategic sourcing centricity (SSC). The authors test the operational measures of SSC dimensions and its impact on performance on a sample of 174 supply management executives. The results indicate strong support for the theorized framework. Managerial implications and future research agenda are provided.     

Mediated power and outsourcing relationships

Mediated power is often used by firms to control the behaviors or influence the decisions of other members of the value chain. Interestingly, significant contributions in the academic literature offer consistent evidence that the use of mediated power has a negative impact on the quality of inter-organizational relationships. Yet, there is a dearth of empirical research investigating the conditions under which the use of mediated power is more or less prevalent. Utilizing dyadic data collected on 102 outsourcing relationships, this study evaluates how the buying firm's dependence on the service provider, asserted importance of the outsourced activity, and difficulties with other inter-organizational control mechanisms are related to their reliance on mediated power. Results from our hierarchical regression analysis support the hypotheses that the use of mediated power is diminished when the buyer is currently more dependent on the service provider due to switching difficulties and the buyer has a higher expectation of future supply market consolidation. Similar hypotheses regarding the effect of the strategic importance of the outsourced activity and entry barriers to the service provider's market were not supported. The results also support the hypothesis that the use of mediated power is more pronounced when the buyer experiences contract management difficulties, but the same is not true when the buyer has difficulty in monitoring the provider. To our knowledge, these findings represent the first empirical explanation of conditions which either attenuate or exacerbate the use of mediated power by outsourcing organizations.     

Edith Penrose's (1959) Contributions to the Resource-based View of Strategic Management

ABSTRACT We argue that Rugman and Verbeke (2002 ) underestimate the importance of Penrose's (1959 ) contributions to the modern resource‐based view of the firm. In particular, we take issue with Rugman and Verbeke's (2002 ) arguments concerning Penrose's (1959 ) contributions to our knowledge of: (1) the creation of competitive advantage, (2) sustaining competitive advantage, (3) isolating mechanisms, and (4) competitive advantage and economic rents. In our response, we show that Penrose (1959 ) has both directly and indirectly influenced the modern resource‐based view of strategic management.     

战略无形资产、商誉与企业持续竞争优势

本文运用“资源基础论”分析了战略无形资产与企业持续竞争优势和超额利润之间的关系,论述了现行财务会计模式对战略无形资产信息的综合反映形式。认为商誉是现行财务会计模式对企业持续竞争优势的综合反映形式,其本质是在现行财务会计模式下无法单独入账的企业战略无形资产,商誉的性质实际上是战略无形资产性质的外在综合表现,外购商誉的本质是被收购企业未入账的战略无形资产,外购商誉的会计处理应该依据并购后被收购企业战略无形资产价值的增减变动情况来决定。     

Transforming multinational enterprises: towards a process model of strategic human resource management change

How MNEs control and co-ordinate their subsidiaries' human resources has been a mtter of some debate in recent years. The corporate centre's human resource (HR) department is frequently accorded a key role in shaping direction through programme of strategic change involving best practice transfer or culture change. Such programmes, however, have been questioned by academics and practitioners for their ability to deliver on the promises made for them and for the failure to recognize the problems of top-down programmes of change. In this paper, we address the question of what it might take to deliver a coherent and acceptable corporate-wide strategic HR change initiative whilst allowing for simultaneous subsidiary development and innovation? Drawing on our direct experience of case studies and building on the more general strategic change literature, we develop a process model of strategic HR changes in MNEs, which identifies the key factors that lead to successful change outcomes. The main contribution of this work is to fill existing gaps in the literature and to provide some advice to practitioners who seek to implement universal HR change programmes in MNEs.     

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.     

Policy modes,firms and the natural environment

This paper examines how different environmental policy types differentially impact firms and why firms vary in their responses to such policies. Based on the mechanisms embedded in policy instruments to create incentives for firms to comply, the characteristics of benefits/costs that policies impose on firms and the institutional context in which policy instruments were created and are sustained, the paper identifies five policy categories. These are category I (command and control), category II (market based), category III (mandatory information disclosures), category IV (business–government partnerships) and category V (private voluntary codes). Different policy types often bestow asymmetrical benefits/costs on firms. Some benefits/costs may constitute ‘private/club goods’ while others may constitute ‘public goods’. Drawing insights from public policy literature, the paper argues that firms can be expected to favor policies whose benefits have the characteristics of private/club goods but the costs of public goods. Thus, understanding the nature of benefits/costs (private/club versus public) and the magnitude of their excludability is critical in explaining the variations in firms' responses. To understand how managers perceive the nature of benefits/costs (monetary as well as non‐monetary), the paper draws on theories and perspectives in the business and public policy field. In doing so, the paper examines the ‘demand’ and the ‘supply’ sides as well as the market and non‐market environments of a given policy. Thus, the paper makes a case for a multi‐theoretic approach to understand variations in managerial assessments of benefits/costs, and consequently variations in their responses to various policy types. Copyright © 2004 John Wiley & Sons, Ltd and ERP Environment.     

新信息环境下的竞争情报与企业战略管理

信息革命带给企业一个全新的信息环境,即现实与虚拟并存的复合型信息环境,这使企业面临的内、外部环境的不确定性更加突出。作为消除不确定性的战略管理,其整个过程需要信息的支撑,这就为竞争情报与企业战略管理的互动和融合提供了基础。信息技术在竞争情报与企业战略管理的过程中的应用为这种互动和融合提供了技术支持,产生了新的企业战略管理模式。     

企业竞争优势源泉研究的新进展:战略网络论

企业竞争优势关系到企业的生死存亡,历来受到企业管理者和战略学者的重视。本文在基本界定企业竞争优势涵义 的基础上,简要回顾了研究企业竞争优势的众多战略理论,然后,基于网络竞争环境从战略网络新视角研究企业竞争优势之源, 提出一个整合模型。     

Are top human resource specialists 'strategic partners'? Self-perceptions of a corporate elite

Despite the existence of various large-scale surveys of human resource specialists, there has been little research focusing specifically on the top cohort of HR practitioners. In addition, the surveys offer little insight into the ambiguous, but important questions associated with the strategic management process in large, complex corporations. This article reports a study of the qualifications, work histories, role orientations and strategic contributions of the most senior HR specialists in the New Zealand business sector. These elite practitioners typically demonstrate a 'dual background' in specialist HR activities and line management, and strongly subscribe to Legge's notion of 'conformist innovation'. As in the United Kingdom, they tend to focus primarily on the management of managers and, to a lesser extent, the management of industrial relations. Their work is increasingly integrated with other spheres of the business such as quality management. Whether their contribution is regarded as 'strategic' depends on the model of strategic management that informs the question. This paper argues that the survey-based studies have inappropriately adopted 'outside-in' models of strategic management which privilege marketing notions and assume that 'formulation' is more strategic than 'implementation'. The work of these senior HR specialists is more fairly assessed under a conception of the strategic problem which balances external and internal concerns. Given the present realignment of strategy theory, the challenge facing these HR specialists is that of developing frameworks for corporate planning and performance analysis which attribute a more central role to the critical elements of HRM.     

Strategic entrepreneurship and competitive advantage of established firms: evidence from the digital TV industry

Although strategic entrepreneurship in established firms is recognized as a vital source of sustainable competitive advantage, this field has no clearly developed research paradigm. This study proposes a conceptual framework to investigate dimensions of strategic entrepreneurship and its function in sustainable competitive advantage of established firms in a modern volatile environment, through the lens of the dynamic capability view. By conducting a systematic literature review of previous research documents and considering conceptual interrelationships between strategic entrepreneurship and dynamic capabilities, we propose categories that comprise dimensions of a firm’s strategic entrepreneurship: environmental sensing, opportunity seizing, strategic flexibility, entrepreneurial orientation and organizational learning. We establish a conceptual framework of strategic entrepreneurship in which entrepreneurs’ managerial capabilities of environmental sensing, opportunity seizing, strategic flexibility and entrepreneurial orientation closely interact with organizational learning, thereby facilitating sustainable performance of established firms. Following empirical studies of established firms in the digital TV manufacturing industry, the proposed conceptual framework suggests that each dimension of strategic entrepreneurship plays a critical role in competitive advantage of firms. In addition, case study results indicate that a firm’s position and evolutionary path form antecedent factors influencing entrepreneurs’ managerial capabilities and organizational learning of established firms.     

The experience of work in India's domestic call centre industry

The strategic importance of human resources and their contribution to the effectiveness of business firms are receiving increasing recognition worldwide. In this study, I examine different approaches to human resource management (HRM) practices for business firms in different performance categories. Findings obtained from a study of 315 firms in Taiwan demonstrate that organizational performance is significantly related to the management of such human resource functions as planning, staffing, appraisal, compensation, and training and development. The results also indicate that successful firms are often those that adopt a highly effective approach to the management of their human resources.     

Managerial applicability of graphical formats to support positioning decisions

Issues of segmentation and positioning have always been at the heart of marketing management. In recent years, much methodological progress has been made in order to carry out these two tasks simultaneously, that is, to combine certain types of clustering algorithms with appropriate multidimensional scaling or unfolding procedures. When trying to provide managers with a tool to support marketing decision-making in segmentation and positioning, the ease of use and the visual quality of results must be emphasized. This paper provides a state-of-the-art review of alternative graphical formats designed to assist strategic management. It focuses on three aspects, namely, (I) representing competitive market structures, (II) illustrating preferences for product attributes, and (III) describing customer heterogeneity at the individual as well as segment-specific levels; this paper also explores the interrelations among these aspects. The benefits and limitations of different approaches are discussed, and graphical examples are provided. Advances in academic research are contrasted with the information requirements of marketing managers. Finally, recommendations on the applicability of these alternatives for practical use are offered, and issues for further research are specified.     

On technological change, transfer and business characteristics: Some inferences from twelve case studies emanating from the national engineering laboratory

This paper examines two vital issues associated with technology transfer; what types of firms most rapidly adopt new technologies and what types of market structures and demand conditions are most conducive to technical change? The analysis is effected via the cases of twelve firms associated with the National Engineering Laboratory (NEL) whose contribution as an innovation facilitator was seen to vary from case to case. The bulk of the cases seem to support Schmookler's (1967) view that innovation is stimulated by perceived profits. The firms in the sample were tending to operate in rivalrous supply conditions and were engaged in innovation with a view to either maintaining market share or gaining a competitive advantage.     

Strategic behavior in non-atomic games

In order to remedy the possible loss of strategic interaction in non-atomic games with a societal choice, this study proposes a refinement of Nash equilibrium, strategic equilibrium. Given a non-atomic game, its perturbed game is one in which every player believes that he alone has a small, but positive, impact on the societal choice; and a distribution is a strategic equilibrium if it is a limit point of a sequence of Nash equilibrium distributions of games in which each player’s belief about his impact on the societal choice goes to zero. After proving the existence of strategic equilibria, we show that all of them must be Nash. We also show that all regular equilibria of smooth non-atomic games are strategic. Moreover, it is displayed that in many economic applications, the set of strategic equilibria coincides with that of Nash equilibria of large finite games.     

Intra-organizational legitimization strategies used by purchasing managers

This paper addresses the issue of how purchasing managers can develop the purchasing department's legitimacy within an organization. A qualitative exploratory approach based on six cases has been used since: (1) there has not yet been a research performed on this topic; and (2) an analysis of internal legitimization strategies must take into consideration the context and the nature of the relationships among departments. Our analysis shows that in order to create, maintain or increase the purchasing department's internal legitimacy, purchasing managers have to do very well about two complementary strategic orientations: (1) identify and attract the best suppliers; (2) identify and implement collaborative processes and coordination mechanisms that cannot be duplicated by competitors. In fact, supply managers actually develop legitimization strategies based internally and externally, since a higher level of internal legitimacy can also be supported partially by external stakeholders, who then influence the other departments' and top management's perceptions.Our study also shows that the strategies used by purchasing managers take different forms depending which legitimacy dimension (cognitive, pragmatic, or moral legitimacy) they are trying to influence. Moreover, a purchasing department's legitimacy strategy is developed based on a few important factors: (1) where the purchasing department stands at a given time in terms of the contribution perceived, similar to a "balance sheet" evaluation; (2) the purchasing personnel's technical and relational competencies; and (3) the extent of their implication in the strategic choices leading to the development of a competitive advantage for the organization they work for. It seems that any effort to take steps based on coherent legitimization strategies could help improve both a purchasing department's legitimacy level and its development level. From this standpoint, this study also shows that the purchasing department's internal legitimacy is a crucial driver of purchasing practices.     

关于战略管理视角下的中小企业内部控制分析

在世界经济一体化发展背景下,中小型企业必须在竞争愈加激烈的市场环境中,考虑到自身在市场中的定位。为了能使企业持续长久地发展,应该根据市场发展态势完成产业转型升级。中小型企业对我国经济发展有不小的贡献,在其带来巨大经济效益的同时,发现其存在缺乏长远的战略目标、没有系统的管理体系、缺乏长远发展的保障机制等问题。论文指出中小型企业拥有战略管理思维的重要性,分析中小企业内部控制存在的问题,并从战略管理角度下给出优化建议,希望可以推动中小型企业健康、持久地发展。     

Toward a more practical approach to evaluating programs: The Multi‐Objective Realization approach

Emerging trends indicate that programs are being used to deliver benefits that may not be fully harnessed from single sets of uncoordinated projects. To support this movement, it is essential to have suitable measurement frameworks to assess the contribution of these activities and supply decision makers with valuable data on whether their objectives are being realized. This paper introduces the Multi‐Objective Realization Method (MORE) to help measure the strategic contributions of programs. The main principles of MORE underline the importance of a formal strategy to elicit and develop program objectives and to frame those objectives within defined measurement dimensions.     

Aligning employees with the organization's strategic objectives: out of ‘line of sight’, out of mind

This research focuses on the strategic alignment of a firm's human resources. Specifically, I investigate employee ‘line of sight’ to an organization's strategic objectives. Line of sight is conceptualized as an employee's understanding of an organization's objectives and how to contribute to those objectives. Line of sight was expected to vary across individual characteristics (e.g. hierarchical level, tenure) and relate to important work outcomes (e.g. work attitudes, turnover). Results of a field study confirmed many of the hypotheses, supporting the importance of this construct to research and practice.     

Analyzing the sourcing literature: Over two decades of research

Sourcing is an essential component of purchasing and supply chain management and has been extensively studied by academic researchers. A comprehensive scholarly literature review of sourcing was undertaken to provide guidance for future scholars through an in-depth review of past research. A total of twenty journals were selected, and 520 articles addressing sourcing topics were identified from 1995 to the present. The review process identified seven major sourcing categories within the literature. These included: strategic and relational, transactional/tactical, sourcing tools, global, sustainability, services, and new product development. Each of the seven sourcing categories is separately discussed by focusing on main themes, theories and methods. Findings indicated that strategic and transactional categories received the most attention from researchers. The area of sustainable sourcing has increased the most dramatically, while sourcing tools proved the most stable over the four time periods studied. Over 120 different theories were used to explain sourcing actions, with transaction cost economics being the most prominent. Surveys and quantitative modeling were the two most widely utilized research methods. Finally, conclusions to our findings are presented.