On strategic complementarities in discontinuous games with totally ordered strategies

This paper studies the existence of a pure strategy Nash equilibrium in games with strategic complementarities where the strategy sets are totally ordered. By relaxing the conventional conditions related to upper semicontinuity and single crossing, we enlarge the class of games to which monotone techniques are applicable. The results are illustrated with a number of economics-related examples.     

Changes in risk and strategic interaction

In this paper we study the comparative statics of Nth degree stochastic dominance shifts in a large class of non-cooperative games. We consider symmetric equilibria as well as asymmetric equilibria in which the risk changes are idiosyncratic and not necessarily of the same stochastic order. Furthermore, we establish conditions for risk changes to produce multiplier effects on equilibrium strategies. Finally, we evaluate the comparative statics of stochastic dominance shifts in supermodular games, which may feature multiple equilibria and non-convex strategy sets.     

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.     

Investment and capital structure decisions with strategic debt service under asymmetric information

This paper examines the agency problem due to manager-shareholder conflicts in a real option framework by incorporating strategic debt service. We show that when the equityholders’ bargaining power is weak, the optimal coupon is larger and the manager overinvests the project relative to the case without renegotiation, while the results are totally opposite when the bargaining power is strong. An increase in equityholders’ bargaining power reduces the manager’s value and the total social value. Especially, the social value can be improved by debt renegotiation when the systematic risk is high, which provides an explanation why Chinese government encourage the market-oriented debt restructuring.     

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.     

The effects of interorganizational governance on supplier's compliance with SCC: An empirical examination of compliant and non-compliant suppliers

Often, there is a huge gap between the requirements of the Supplier Codes of Conduct (SCC) imposed by buyers from advanced economies and actual compliance with SCC in developing countries. It is difficult for reseachers to reach suppliers who have violated SCC, especially within a large sample, because few disclose SCC violations to the public. In this paper, however, we identified 108 non-compliant Chinese apparel and textile suppliers. Through the investigation of these non-compliant suppliers and their compliant peers, this paper tests the impacts of antecedent factors (price pressure, production complexity, and contract duration) and buyer's governance mechanisms (peer-to-peer and buyer-to-supplier) on the likelihood of a supplier's compliance with SCC. While the buyer-to-supplier governance does not show significant effects, the peer-to-peer governance demonstrates the likelihood of supplier's commitment to SCC. This research reveals that if buyer's governance efforts move away from threat and toward cooperation, supplier's compliance with SCC could be more sustainable.     

Limits to strategic HRM: the case of the Mauritian civil service

Taking as its starting point the impressive evidence for the strategic human resource management (SHRM) model's effect on organizational performance, and for the relationship between public staff management and economic growth, the paper offers the civil service of Mauritius as a case study of SHRM's relevance to developing countries. It finds that SHRM is not practised in Mauritius, nor is it feasible in the near future, because it is not widely known, because there is no strategic management framework, because staff management is highly centralized and because political will to make radical changes in staff management is lacking. The case study does not support claims that SHRM and its associated practices have a universal validity, or that public staff management is a ‘magic bullet’ that delivers economic growth. Improvements to staff management in Mauritius, and possibly other developing countries, will require a creative and piecemeal adaptation of Anglophone ‘good practice’ that respects political, economic and social realities.     

On the shoulders of giants: a meta-review of strategic human resource management

Abstract

Recent years have witnessed significant growth in the field of strategic HRM. This article summarizes the literature in this field by conducting a meta-review, a review of the reviews that have covered various topics of strategic HRM. In doing so, the authors highlight theoretical frameworks and empirical findings of studies in the field over the past three decades, identify methodological issues and challenges in the previous research, and discuss recent trends in the field of strategic HRM. The author concludes by suggesting some interesting and important directions for future work.     

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.     

A strategic human resource perspective of firm competitive behavior

Embedded within firms are unique stores of intangible human assets that likely influence the way firms compete. We argue that the human and social capital of a firm, particularly at the upper echelon and board of director (BOD) levels, contribute to the firm's awareness of the competitive environment and its motivation and ability to undertake numerous, complex, and forceful competitive actions. We also suggest that the firm's executive compensation systems moderate the effects of these intangible human assets on firm competitive behavior. By examining how human capital, intra-firm social capital, and executive compensation influence firm competitive behavior, we advance a strategic HRM perspective of firm competitive behavior and outline several implications for future research.     

The integration of forecasting and strategic planning

The paper analyzes the use of information in companies planning strategically versus those which are not. This contrast is used to build the case for developing strategic forecasting capability which focuses on a variety of environments, is proactive and interactive, and creates a need for different kinds of data bases and forecasting techniques.     

不确定性视角下战略联盟治理结构的选择

随着后危机时代的到来,不确定因素日益增多,如何有效应对各种不确定性成为众多企业关注的焦点。战略联盟就是一种能有效缓冲不确定性的中间组织,而联盟治理结构的选择又是战略联盟研究中的重要问题。本文从不确定性的视角出发,通过分析联盟内外部不确定性和不同治理结构的特点,从不确定性、企业态度和企业行为三个层面展开,提出战略联盟治理结构选择的分析框架。最后以中国平安保险公司银保合作模式的演变进行印证,研究结果具有较强的理论和现实意义。     

An optimization approach to strategic sourcing: A case study of the United States Air Force

The DoD annually procures billions of dollars worth of systems, supplies, and services in support of the national military strategy. Faced with budget cuts and other resource constraints, the DoD must transform its procurement process to ensure cost-effective sourcing of critical supplies and services. One aspect of current transformation in the DoD is the use of a strategic sourcing approach for the procurement of services at military installations. Using the Air Force's strategic sourcing process as our context, we developed an optimization model for selecting a set of proposals from among multiple offerors for services to be performed at multiple installations. The selection achieves the most favorable objective by balancing the confidence level in an offeror's past performance with the cost of services to the Air Force. The research findings, which are based on a realistic scenario, demonstrate improvements over the current sourcing process in both overall performance and cost.     

建造企业功能性战略信息平台

信息平台低下成信息环境的不良是造成企业长期低起点经营的重要原因之一,新世纪企业新的活力和竞争力可来源于高效的战略信息平台.建造全面性、开放性和具有互动性的战略信息平台,可使企业在全新的基础上实现信息共享,并以此来实现企业高起点的战略性经营.而用价值工程的原理和方法指导每一阶段企业信息环境的建设,是摆脱高额投入、防止过多的功能过剩、有效地建造企业战略信息平台的重要途径.     

Centralization of strategic decisions during the Great Recession

We use a survey dataset of more than 14,000 manufacturing firms from seven European countries in order to examine changes in the degree of centralization that followed the Great Recession in 2009. We document three findings. First, we find that a larger fall in sales is associated with a tendency to centralize. The finding is consistent with a theoretical prediction that organizations facing substantial demand shocks are more likely to centralize. Second, we show that the change in the level of centralization during the crisis was accompanied by other decisions characteristic of short‐term optimization. Third, we show that increased centralization has led to slower postcrisis growth even when controlling for the size of the shock and other decisions taken during the crisis.     

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.     

The co-ordination of strategic initiatives within global organizations: the role of global teams

Given the growth in the globalization of organizations, the ability to co-ordinate initiatives of the headquarters and subsidiaries is rapidly becoming a major concern of management. The use of global task teams is explored in this paper to address co-ordination in global networks. A theoretical framework is developed to derive a model for the use of global teams as co-ordinating mechanisms of strategic initiatives in a global organization. The use of teams as a means to intervene between headquarters and subsidiaries is explored, illustrating the unique social capital of global teams. In addition, the potential issues in managing task teams in global organizations are discussed.     

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.     

Evaluating levels of strategic integration and devolvement of human resource management in India

This paper analyses the levels of 'integration' of human resource management into corporate strategy and 'devolvement' of responsibility for HRM to line managers in India. The findings are based on a large questionnaire survey run in 137 firms in six manufacturing industries. The survey results are further supplemented by twenty-four in-depth interviews in the same companies. Results show a low level of integration and devolvement practised in Indian organizations. A number of contingent variables and organizational policies were found to determine the levels of integration and devolvement in Indian organizations. India is mapped on the integrationdevolvement matrix of ten European countries, showing similarities with the UK, Italy and Germany.