Factors affecting the acceptance and effectiveness of electronic human resource systems

Electronic human resource (eHR) systems are being used with increasing frequency in organizations. However, there is relatively little research on factors that influence the degree to which they result in functional versus dysfunctional consequences for individuals and organizations. Thus, the major purposes of this article are to: (a) present a model that relates a number of antecedents to such consequences, (b) describe the impact of individual and eHR system characteristics on four important eHR-related variables (i.e., information flows, social interactions, perceived control, and system acceptance), (c) offer a set of hypotheses that can be used to guide research on eHR systems, and (d) advance recommendations for the design of such systems.     

Methodological problems associated with research on unfair discrimination against racial minorities

Despite the passage of civil rights legislation, racial and ethnic minorities continue to experience unfair discrimination in the workplace. Therefore, considerable research in human resource management and social psychology has examined the factors thought to affect unfair discrimination in organizations [Cox, T. (1993). Cultural diversity in organizations: Theory, research, and practice. San Francisco: Berrett-Koehler]. Although research has focused on unfair discrimination, researchers have argued that the construct and external validity of the results have been adversely affected by methodological problems [e.g., Stone, E.F., Stone, D.L., & Dipboye, R.L. (1992). Stigmas in organizations: Race, handicaps, and physical unattractiveness. In Kelly, K. (Ed.). Issues, theory, and research in industrial and organizational psychology (pp. 385–457). Amsterdam: Elsevier]. Given this critique, the present paper (a) examines the degree to which recent research suffered from a number of methodological problems (e.g., obtrusive measures, non-representative samples, and demand characteristics), (b) identifies strategies for overcoming these problems, and (c) offers recommendations for advancing our understanding of unfair discrimination in organizational contexts.     

eHR software,multinational corporations and emerging China: Exploring the role of information through a postcolonial lens

This paper seeks to offer an alternative account of Human Resources Information software (eHR) informed by a critical/postcolonial view on information systems. In so doing, it aims to explore the possibilities for managing people that information brings when Human Resources Management practices are transferred from “developed” to “developing” countries. The paper relies on several qualitative in-depth interviews with renowned Chinese Human Resources experts in Shanghai, and the examination of diverse eHR software-related documentation and functionalities. Critical discourse analysis was used to examine these sources. The findings show that eHR information systems bring new governance possibilities that support and expand the discipline of Human Resources Management. The use of eHR software in people management gives a new momentum and increased dominance to key Western-originated practices, such as HR-based performance management. Information brings new ordering options that facilitate the transferability, mobility and standardization of HR values, discourse and practices and, ultimately, the construction of a global “generified employee”. The paper offers a first critical analysis of eHR software, showing the need to understand the relevancy of the informating power of these systems for a postcolonial critique of ICT. It offers a view of the “micro-processes” that facilitate organizational transfer from the multinational corporation headquarters to the subsidiaries and across countries. In so doing, it challenges mainstream deterministic assumptions and apolitical approaches to this technology.     

Problems with detecting assumed mediation using the hierarchical multiple regression strategy

In human resource management (HRM) and allied fields (e.g., organizational behavior, management, and industrial and organizational psychology), tests of mediation are frequently conducted using the hierarchical multiple regression (HMR) strategy of Baron and Kenny [Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173–1182]. Although previous research has identified a number of serious problems with this approach, the present study adds to the literature by identifying yet additional problems with its use in inferring the existence of mediation. Using a statistical simulation, we found that certain patterns of correlation coefficients guarantee inferences about mediation, whereas other patterns preclude such inferences. On the basis of various analyses including logistic regression and inspection of three-dimensional plots, we identified patterns of correlation coefficients needed to satisfy Baron and Kenny's [Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173–1182] conditions for inferring mediation. The same patterns have no necessary relation to actual causal connections among variables in mediation models. Moreover, as a consequence of the failure of the HMR strategy to detect mediating effects, many instances of actual mediation in HRM and allied fields may have gone undetected. In view of the foregoing, we conclude that the HMR strategy should no longer be used in testing for mediation.     

Unbounded exchange economies with satiation: How far can we go?

We unify and generalize the existence results in Werner [Werner, J., 1987. Arbitrage and the existence of competitive equilibrium. Econometrica 55 (6), 1403–1418], Dana et al. [Dana, R.-A., Le Van, C., Magnien, F., 1999. On the different notions of arbitrage and existence of equilibrium. Journal of Economic Theory 87 (1), 169–193], Allouch et al. [Allouch, N., Le Van, C., Page Jr., F.H., 2006. Arbitrage and equilibrium in unbounded exchange economies with satiation. Journal of Mathematical Economics 42 (6), 661–674], Allouch and Le Van [Allouch, N., Le Van, C., 2008. Erratum to “Walras and dividends equilibrium with possibly satiated consumers”. Journal of Mathematical Economics 45 (3–4), 320–328]. We also show that, in terms of weakening the set of assumptions, we cannot go too far.     

Theorizing the links between e-HR and strategic HRM: a model,case illustration and reflections

In this paper we develop a model of e-human resources (e-HR) focusing on the relationship between HR strategy, e-HR goals and architectures, and positive and negative e-HR outcomes. This relationship is moderated by a number of key factors, including the organization and resources of the HR function, the absorptive capacity of HR, the skills and preferred styles of HR professionals, the levels of technology acceptance among employees and line managers and the models of change used in implementing e-HR programs. We illustrate certain features of this model using data from a case study of a leading international oilfield services provider. These data provide a partial confirmation of the model's validity but show the need for a more dynamic understanding of the links between e-HR variables and the importance of context in explaining differences between line managers' acceptance of e-HR.     

A neural network demand system with heteroskedastic errors

In this paper we consider estimation of demand systems with flexible functional forms, allowing an error term with a general conditional heteroskedasticity function that depends on observed covariates, such as demographic variables. We propose a general model that can be estimated either by quasi-maximum likelihood (in the case of exogenous regressors) or generalized method of moments (GMM) if the covariates are endogenous. The specification proposed in the paper nests several demand functions in the literature and the results can be applied to the recently proposed Exact Affine Stone Index (EASI) demand system of [Lewbel, A., Pendakur, K., 2008. Tricks with Hicks: The EASI implicit Marshallian demand system for unobserved heterogeneity and flexible Engel curves. American Economic Review (in press)]. Furthermore, flexible nonlinear expenditure elasticities can be estimated.     

The manufacturing strategy formulation process: Linking multifunctional viewpoints

While there has been considerable research on the content of manufacturing strategy, there is a paucity of literature concerning the process of manufacturing strategy formulation [Ward, P.T., Brickford, D.J., Leong, G.K., 1996. Configuration of manufacturing strategy, business strategy, environment, and structure, J. Manage., 22(4) 597–626; Leong, G.K., Snyder, D.L., Ward, P.T., 1990. Research in the process and content of manufacturing strategy, Omega, 18(2) 109–122]. Many researchers have highlighted the need to overcome this deficiency by studying the process of developing manufacturing strategy [Adam, E.E., Swamidass, P.M., 1989. Assessing operations management from a strategic perspective, J. Manage., 15(2) 181–203; Anderson et al., 1989; Leong, G.K., Snyder, D.L., Ward, P.T., 1990. Research in the process and content of manufacturing strategy, Omega, 18(2) 109–122]. To effectively link the manufacturing strategy of a firm to the needs of the marketplace, critical competitive factors or order-winning criteria must be understood and agreed upon both by operations and marketing managers [Hill, T.J., 1983. Manufacturing's strategic role, J. Operational Res. Soc., 34(9) 853–860; Hill, T.J., 1994. Manufacturing Strategy—Text and Cases, 2nd edn., Irwin, Homewood, IL]. For this study, we created and examined a process of establishing a set of order-winning criteria for a consumer pharmaceuticals firm which involved the participation of sixteen managers from seven functional areas over four months. The foundation of the process was developed by Hill [Hill, T.J., 1989. Manufacturing Strategy—Text and Cases. Irwin, Homewood, IL; Hill, T.J., 1994. Manufacturing Strategy—Text and Cases, 2nd edn., Irwin, Homewood, IL], however it was soon evident that additional steps were required. The expanded process we developed both exposed significantly differing views among the managers and raised several questions with important managerial and research implications.     

The impact of funding liquidity on market quality

This study analyzes market quality during the 2007–2008 credit crunch, by examining the impact of funding liquidity on market liquidity and price discovery of S&P 500 exchange-traded funds (i.e., S&P 500 depositary receipts [SPYs]) and index futures (E-minis). The empirical results show that funding liquidity affects market liquidity, and that the impact of illiquidity contagion between SPYs and E-minis was significant during the subprime mortgage crisis. In particular, the contagion effects between the two markets mediate the impact of funding illiquidity on market liquidity during the credit crunch. Considering the influences of other market factors on price discovery, we suggest that E-mini index futures made less contributions to price discovery during the credit crunch compared to normal periods. The empirical finding emphasizes the importance of the contagion effect between ETF and E-mini futures markets, when they suffer from external shocks.     

A test of non-identifying restrictions and confidence regions for partially identified parameters

We propose an easily implementable test of the validity of a set of theoretical restrictions on the relationship between economic variables, which do not necessarily identify the data generating process. The restrictions can be derived from any model of interactions, allowing censoring and multiple equilibria. When the restrictions are parameterized, the test can be inverted to yield confidence regions for partially identified parameters, thereby complementing other proposals, primarily Chernozhukov et al. [Chernozhukov, V., Hong, H., Tamer, E., 2007. Estimation and confidence regions for parameter sets in econometric models. Econometrica 75, 1243–1285].     

An expectancy-equity model of productive system performance

Although numerous behavioral variables (e.g., personality traits, incentives, nature of supervision) have documented relationships with quantity and quality of output, i.e., performance, in production systems, existing production and operations management models are dominated by technological variables. The article addresses three questions: 1. Which technological and behavioral variables influence productive system performance? 2. How do behavioral and technological variables interact? 3. Which variables are most important under different circumstances in determining performance?An expectancy-equity model, patterned on research by Lawler [22], presents proposed relationships among variables in production systems, which are classified along a continuum from high to low process predictability. Predominant determinants of performance in various types of systems (e.g., continuous process, job shop, R&D project) are considered in light of the model. Implications for designers and analysts of productive systems and for future research are discussed.     

Human resource practices and individual knowledge-sharing behavior – an empirical study for Taiwanese R&D professionals

Knowledge sharing is of central importance for the research and development (R&D) process. Because the process is extremely complicated and an employee possesses expertise only in a specific area, knowledge will not be available to others until the owner makes the objects of the knowledge available. It is, therefore, valuable to investigate how R&D professionals share knowledge with one another. This study explores the relationship between human resource (HR) practices and individual knowledge sharing in Taiwan's high-tech industries. The cross-sectional dataset comes from a sample of 368 R&D professionals from nine different high-tech companies. The findings indicate that the factor representing the perceived self-efficacy of knowledge sharing plays a very important role in the integrated knowledge-sharing model we developed. R&D professionals who believe that sharing will influence their performance will be more willing to share knowledge, and thus an effective sharing of knowledge will be more likely to take place. The results also show that HR practices, incentive compensation plans, performance appraisal systems, and face-to-face communication foster knowledge sharing among R&D professionals through the mediation of perceived self-efficacy and the willingness of knowledge sharing.     

Can excess bring success? CEO compensation and the psychological contract

Strategic human resource management involves creating and maintaining employee skills as well as encouraging employees to perform at their maximum. Both require developing the appropriate psychological contract between the organization and the employee [Human Resource Management Review 8 (1998) 265]. This is no less true for the chief executive officer (CEO), who plays a major role in creating organizational culture. Trust is a critical component in the success of HR activities [Research Management Review 7 (1997) 389], yet the HR literature is relatively silent about how to encourage CEOs to perform trust-generating behaviors. Research on psychological contracts suggests that in order to encourage trust-based behavior, it is necessary to foster a relational psychological contract with employees [Rousseau, D. M., & McLean Parks, J. (1993). The contracts of individuals and organizations. In L. L. Cummings & B. M. Staw (Eds.), Research in Organizational Behavior (pp. 1–43). Greenwich, CT: JAI Press]. However, the generally recommended CEO compensation practice (pay-for-performance) often risks violating the CEO's relational psychological contract. Conversely, the practice of providing golden parachutes (much criticized in the press) helps uphold the CEO's relational psychological contract. Implications are discussed.     

Identification of peer effects through social networks

We provide new results regarding the identification of peer effects. We consider an extended version of the linear-in-means model where interactions are structured through a social network. We assume that correlated unobservables are either absent, or treated as network fixed effects. We provide easy-to-check necessary and sufficient conditions for identification. We show that endogenous and exogenous effects are generally identified under network interaction, although identification may fail for some particular structures. We use data from the Add Health survey to provide an empirical application of our results on the consumption of recreational services (e.g., participation in artistic, sports and social activities) by secondary school students. Monte Carlo simulations calibrated on this application provide an analysis of the effects of some crucial characteristics of a network (i.e., density, intransitivity) on the estimates of peer effects. Our approach generalizes a number of previous results due to Manski [Manski, C., 1993. Identification of endogenous social effects: The reflection problem. Review of Economic Studies 60 (3), 531–542], Moffitt [Moffitt, R., 2001. Policy interventions low-level equilibria, and social interactions. In: Durlauf, Steven, Young, Peyton (Eds.), Social Dynamics. MIT Press] and Lee [Lee, L.F., 2007. Identification and estimation of econometric models with group interactions, contextual factors and fixed effects. Journal of Econometrics 140 (2), 333–374].     

On games with incomplete information and the Dvoretsky–Wald–Wolfowitz theorem with countable partitions

It has remained an open question as to whether the results of Milgrom–Weber [Milgrom, P.R., Weber, R.J., 1985. Distributional strategies for games with incomplete information. Mathematics of Operations Research 10, 619–632] are valid for action sets with a countably infinite number of elements without additional assumptions on the abstract measure space of information. In this paper, we give an affirmative answer to this question as a consequence of an extension of a theorem of Dvoretzky, Wald and Wolfowitz (henceforth DWW) due to Edwards [Edwards, D.A., 1987. On a theorem of Dvoretsky, Wald and Wolfowitz concerning Liapunov measures. Glasgow Mathematical Journal 29, 205–220]. We also present a direct elementary proof of the DWW theorem and its extension, one that may have an independent interest.     

Collateral,loan guarantees,and the lenders’ incentives to resolve financial distress

This paper proposes that the timing for when collateral is pledged will affect the lenders’ incentives to resolve financial distress. It demonstrates that, if the amount of collateral pledged in a loan contract exceeds a critical value, the borrower's project may be inefficiently liquidated once he becomes financially distressed. It also shows that a fairly priced loan guarantee provided by a third party can partially alleviate this inefficient liquidation problem. This paper predicts that riskier borrowers will pledge more collateral, which is consistent with the empirical findings of Berger and Udell [Berger, A. N., & Udell, G. F. (1990). Collateral, loan quality, and bank risk. Journal of Monetary Economics, 25, 21–42] and Leeth and Scott [Leeth, J. D., & Scott, J. A. (1989). The incidence of secured debt: evidence from the small business community. Journal of Financial and Quantitative Analysis, 24, 379–394].     

Effects of simplicity and discipline on operational flexibility: An empirical reexamination of the rigid flexibility model

This study empirically tests the rigid flexibility model proposed by Collins and Schmenner [Collins, R.S., Schmenner, R.W., 1993. Achieving rigid flexibility: factory focus for the 1990s. European Management Journal 11 (4), 443–447]. It investigates relationships between flexibility performance and adoption of simplicity and discipline programs in manufacturing. The research replicates the study by Collins et al. [Collins, R.S., Cordon, C., Julien, D., 1998. An empirical test of the rigid flexibility model. Journal of Operations Management 16 (2–3), 133–146] with some modifications, including the use of a broader international database, the assessment of both technology and organizational programs, and the testing of the moderating role of dedicated line layout on the relationships between simplicity, discipline and flexibility. Analysis of data from 285 manufacturers of fabricated metal products, machinery, and equipment from 14 countries indicates that simplicity and discipline related positively to performance in product customization, volume flexibility, mix flexibility, and time to market, and that some of these relationships were more positive in high volume processes than in low volume processes. The results provide empirical validation to the rigid flexibility model in an international manufacturing context.     

Understanding team maladaptation through the lens of the four R's of adaptation

The process of team adaptation is crucial for team success as effectiveness in today's workplace hinges upon teams that are flexible and dynamic in the unavoidable presence of change. A considerable amount of work has been conducted on the positive aspects of a team's adaptation process (e.g., successful adaptation resulting in beneficial outcomes). These efforts, however, have largely ignored the process and outcomes of maladaptation when a team fails to adapt properly. We use influential works (e.g., Burke, Stagl, Salas, Pierce, & Kendall, 2006; Kozlowski, Watola, Jensen, Kim, & Botero, 2009) to build a concise heuristic (e.g., the four R's) that is then used to outline and describe potential errors teams may engage in before, during, and after a change that cause maladaptive outcomes. We offer propositions around our heuristic that can readily utilized in research contexts to guide further exploration into team adaptation so that we may better understand the processes underlying maladaptive outcomes.     

Corporate culture,absorptive capacity and IT success

This study examines absorptive capacity’s role in IT implementation success. Absorptive capacity is the organization’s ability to recognize the value of new information, assimilate it, and apply it to commercial ends [Cohen, W. M., & Levinthal, D. A. (1990). Absorptive capacity: A new perspective on learning and innovation. Administrative Science Quarterly, 35(March), 128–152]. Based on previous research, this study proposes a measure of absorptive capacity that includes managerial IT knowledge and communication channels and tests its relationship to the application of new technology in the form of expert systems implementation.Related to claims about the importance of absorptive capacity are claims that a “learning culture” or “knowledge-friendly culture” is necessary in order for knowledge to be gained and effectively used within the organization. This study examines the type of corporate culture that influences absorptive capacity. The results provide support for absorptive capacity’s proposed dimensions and its antecedent of corporate culture that act to influence the implementation of new technologies.