Employee performance,well‐being,and differential effects of human resource management subdimensions: Mutual gains or conflicting outcomes?

The human resource management (HRM) literature supports the idea that coherent systems of HRM practices can induce attitudinal effects when perceived subjectively by employees. Recently, scholars have proposed that subdimensions of HRM systems exist and account for variance in outcomes. This study explores differential effects of three subdimensions of HRM systems (skill‐, motivation‐, and opportunity‐enhancing HRM practices) on employee innovative behaviours and well‐being. Our predictions are based on the mutual gains perspective, which specifies positive relationships between HRM practices and employee performance, and the conflicting outcomes perspective that links HRM practices to higher job demands and stress. Using data from the Finnish 2012 Practices of Working Life Survey, we find support for both the mutual gains and conflicting outcomes perspectives; however, we also show that the effects of the subsets of HRM practices are heterogeneous.     

Friend or foe? The impact of high‐performance work practices on workplace bullying

The aim of this paper is to examine the relationship between high‐performance work practices (HPWPs) and workplace bullying and identify possible mediators. The study presents hypotheses based on two competing perspectives: a mutual gains perspective, arguing that HPWPs lead to higher perceptions of justice and less role conflict, thereby reducing the risk of bullying; and, a critical perspective, arguing that HPWPs lead to work intensification and competition among colleagues, and thereby to more bullying. A two‐wave survey (n = 209) was conducted among business professionals in Finland. The results show that HPWPs are associated with less bullying, and justice and role conflict mediated the relationship. Thus, the results provide support for the mutual gains perspective on HPWPs, challenging prevailing assumptions in the bullying literature that suggest performance‐enhancing HR practices are a risk factor. Instead, the results point to the significance of HPWPs as an important tool to prevent bullying.     

Can central banks run out of ammunition? The role of the money‐equities‐interaction channel in monetary policy

Many authorities claim that central banks ‘have run out of ammunition’, either because the central bank rate has dropped close to the zero lower bound or because of Keynes's liquidity trap. I argue first, that indefinitely large increases in the quantity of money remain possible even with the central bank rate close to zero, and, second, that increases in the quantity of money raise all asset prices, including the prices of quoted equities, not just bond prices. Bonds are an unimportant asset class in modern capitalist economies, relative to corporate equity and real estate. Meanwhile increases in equity prices always boost aggregate demand and output.     

Quality and cost? The evolution of Walmart's business strategy and human resource policies and practices in China and their impact (1996–2017)

This study responds to calls for more in‐depth and qualitative studies, the return to a focus on external factors, and the inclusion of business strategy and industrial relations in human resource management (HRM) research, as well as more research in the retail sector in the Chinese context. We examine the coevolution of the business strategy and HR strategy of Walmart (China) in the last two decades and identify tensions in the context of intensifying competition in the Chinese retail market. We highlight the interactive effect of business and HR strategies through a historical lens. Our study reveals a shift from the original employee‐oriented win–win strategy through rent sharing between the firm and the employees to a win–lose strategy through the introduction of more cost conscious HR policies and practices. Findings of our study challenge the conventional wisdom that firms adopt either the cost or quality strategy and, along with it, the suggestion of matching the quality strategy with employee‐oriented HR policies and practices, and cost leadership with a transactional approach to HRM. We argue a cost and quality business strategy may be adopted, which requires the support of employee‐oriented, rather than cost‐oriented, HR policies and practices.     

Towards an Asian model of human resource management? A comparative analysis of China,Japan and South Korea

There has been much discussion regarding the possible decline and weakening of national systems of human resource management (HRM). Yet, culture and institutions are often cited as the major stumbling blocks to this outcome. Such constraints may dissipate in the analysis, particularly if ‘regional clusters’ are considered where geographic and cultural closeness and ‘openness’ to similar economic pressures exist. In such cases, it might be postulated that convergence in HRM will occur. We argue that China, Japan and South Korea represent such a cluster. This article examines these countries, to see if a degree of convergence is taking place and if it is towards an identifiable ‘Asian’ model of HRM. A model of change is presented that distinguishes between levels of occurrence and acceptance. Details of the development and practice of HRM in each country are then set out. The article ends with a discussion and implications section and a brief conclusion.     

How do corporate environmental policy and corporate reputation affect risk‐adjusted financial performance?

The current study aims to answer dual, related questions: Does corporate environmental policy affect corporate reputation, and does this link also influence risk‐adjusted profitability and company's risk? With a comprehensive framework involving analyses of each question, among a sample of firms traced by the Reputation Institute, this study reveals several notable results, after correcting for endogeneity biases. First, environmental engagement and green product innovation are both antecedents of corporate reputation. Second, corporate reputation has a positive impact on risk‐adjusted profitability and Z score indicator of financial distress risk. Thus, corporate environmental responsibility and green practices represent cospecialized assets that enhances an intangible asset, namely, corporate reputation. The latter influence constitutes a missing link between sustainable development and the firm's financial performance. Overall, environmental engagement and corporate reputation act as insurance‐like protections of firm competitiveness.     

Redefining the field of European human resource management: A battle between national mindsets and forces of business transition?

This article examines the conflict between cultural heritage and the current forces of global competition in Europe. The nature of management in European organizations is in a state of transition, influenced by competing forces of economic, social, and political integration or disintegration. A review of European research is used to question the idealistic picture of the Single European Market as a unifying force that will simplify international human resource management in multinationals. Taking a comparative rather than international human resource management perspective, the paper identifies the factors that have created national patterns of HRM within Europe. A dynamic and comparative ‘force field framework’ of HRM is developed in order to understand the managerial frames of reference that are currently guiding the field. © 1997 John Wiley & Sons, Inc.     

Does the nano-patent ‘Gold rush’ lead to entrepreneurial-driven growth? Some policy lessons from China and Japan

In this study we compare the nano-patent landscapes of China and Japan in order to assess how their structures (type, fragmentation and concentration of patent ownership) affect the organization of the nanotechnology industry. We also analyze technology policy in order to assess how these interventions support technology transfer and nano-exploitation through university–industry collaboration and technology entrepreneurship. Drawing upon 20,365 patent families related to carbon nanotubes from 1994 to present, we found that two dissimilar technology policies boosting national innovation system emerged: China is more focused on forging an anchor-tenant model, while Japan exhibits a more industry-oriented model through demand-side policy intervention. Implications for firms? strategies and policy makers are discussed.     

Greening from the front to the back door? A typology of chemical and resource management services

Though services and product–service systems have been promoted as a promising way towards more eco‐efficient and sustainable societies, they have not turned into reality as expected. Chemical and resource management services are among the few operational examples. They aim to align the service provider's and customer's actions to reduce chemical usage and waste, improve supply chain management and increase resource efficiency. Arguably, they also create new business and higher profit margins compared with merely selling chemicals or handling industrial waste. Thus far they have been viewed as a single business model. In contrast, this study shows through the construction of five ideal types that the actual services and their focus vary. They range from the management of the chemical supply to operations, waste reduction, combined logistics services, process management, IT and other technologies. Consequently this affects the value creation, organization and environmental efficiencies of these services. Copyright © 2008 John Wiley & Sons, Ltd and ERP Environment.     

High-performance work practices and nurses’ intention to leave: the mediating role of organizational cynicism and the moderating role of human resource management-related educational background

Recently, an increasing stream of research has examined high-performance work practices in the health care context. In this vein, high-performance work practices have been shown to be related to various employees’ attitudes and behaviors including intention to leave. This study attempted to improve our understanding of the relationship between high-performance work practices and intention to leave by jointly examining mediating and moderating mechanisms. Results from a sample of 299 private nurses supported our moderated mediation model thus demonstrating that organizational cynicism mediated the relationship between high-performance work practices and intention to leave and further that this indirect effect is dependent on nurses’ human resource management-related educational background.     

Can green behaviors really be increased for all employees? Trade‐offs for “deep greens” in a goal‐oriented green human resource management intervention

This study explores the complex interaction between psychological and goal‐relevant boundary conditions that influence levels of individual engagement in a green human resource management (HRM) intervention designed to encourage employee green behavior (EGB). Data were collected from 1,112 employees in an automobile manufacturing plant. Consistent with goal‐setting theory, the level of feedback received predicts EGB. However, a three‐way interaction demonstrates how employees with high levels of autonomous motivation do not gain the expected benefits of high feedback and high goal commitment in the enactment of EGB. Instead, only those with weak autonomous motivation are affected by these goal‐related constructs. Findings suggest that both goal‐setting and self‐determination theories are relevant to green HRM interventions. Managers should consider that interventions that are effective for employees who do not have strong autonomous motivation towards the environment may not be effective for those who do.     

Does the configuration of macro‐ and micro‐institutional environments affect the effectiveness of green supply chain integration?

Despite the importance of the general environment in affecting the effectiveness of green supply chain integration (GSCI), our understanding of the roles of different configurations of macro‐ and micro‐institutional environments remains limited. Based on institutional theory and resource mobilization theory, this study examined the moderating effects of the configurations of macro‐ and micro‐institutional environments on the GSCI performance link employing both a configuration and a contingency perspective. Our findings from a longitudinal survey of 206 Chinese manufacturing firms provide empirical evidence for the coexistence and nature of macro‐ and micro‐institutional environments and their moderating effect on the GSCI performance link. Specifically, the results revealed that Chinese manufacturers can be clustered into three groups with different macro‐ and micro‐institutional environments (i.e., cognizant, sensible, and conscious manufacturers). Furthermore, the configuration of macro‐ and micro‐institutional environments moderates the effect of green supplier integration on social performance, as well as the effects of green customer integration on financial, environmental, and social performance. This study contributes to both the GSCI literature and practices.     

‘Chained to my work'? Strategies to manage temporal and physical boundaries among self‐employed teleworkers

It is accepted that teleworkers generally manage the balance between their home and working lives by establishing temporal and physical boundaries between the two along a continuum of role integration–segmentation. What is less understood is the nature of the relationship between temporal and physical boundaries, and how teleworkers control constituent elements of physical boundaries to secure their preferred location along the continuum. Based on 20 interviews with self‐employed teleworkers, this article examines the ways in which successful control of time depends largely on the successful control of space. It investigates in particular how teleworkers attempt to control space by breaking it down into constituent elements involving equipment, activities and ambiance.     

Too Little or too much? Exploring U‐shaped Relationships between Corporate Environmental Performance and Corporate Financial Performance

Despite 40 years of research on the relationship between corporate environmental performance (CEP) and corporate financial performance (CFP), there is no generally accepted theoretical framework that explains the contradictory results that have emerged. This unsatisfactory status may be attributed to the fact that linear models dominate the research. Based on an international sample of 2361 firm‐years from 2008 to 2012, we find empirical evidence of a non‐linear, specifically a U‐shaped, relationship between carbon performance and profitability as well as between waste intensity and profitability. The same result holds for the relationship between carbon performance and stock market performance, but solely for manufacturing industries. Our empirical findings provide evidence for the theoretical framework of a ‘too‐little‐of‐a‐good‐thing’ (TLGT) effect, which indicates that the type of relationship (positive, negative) depends on the level of CEP. More precisely, there is a negative CEP–CFP relationship for companies with low CEP and a positive association for high CEP. Copyright © 2015 John Wiley & Sons, Ltd and ERP Environment     

Still in search of strategic human resource management? A review and suggestions for future research with China as an example

Strategic human resource management (SHRM) has been an important strand of research in the HRM field for over three decades, and has attracted heated debates in recent years. One main critique of the state of SHRM research is its increasing detachment from HRM practice, in the pursuit of more theoretical rigor and methodological sophistication. Our review article has two main tasks. First, we review SHRM research published in two leading HRM journals—Human Resource Management and Human Resource Management Journal—in the light of the criticisms on SHRM research and use this as a backdrop of our second task. Second, we critically examine SHRM research conducted in the Chinese context by drawing on a systematic review on extant literature. In doing so, we draw on a wider range of HRM journals such as Human Resource Management Review, The International Journal of Human Resource Management, and so forth. We find that while the trend of psychologization in SHRM research is gathering pace, the range of theoretical perspectives mobilized to inform the studies is actually expanding. We call for SHRM research to be more contextualized and more practical phenomenon‐driven SHRM research. We indicate several avenues for future research, using China as an example.     

All in a day's work? Career self‐management and the management of the boundary between work and non‐work

This article reports the findings of a study that explored the links between career self‐management, management of the boundary between work and non‐work, and work–life balance, using a sample of young professionals. The findings show that individuals engage in different kinds of career self‐management behaviours, depending on their career goal. Management of the boundary between work and life outside work is identified as one such behaviour, with the consequence that, for some people, managing the career has a harmful effect on their work–life balance. The research adds to knowledge about the career self‐management process and shows how career stage influences career goals and career self‐management behaviour. It demonstrates how career attitudes and behaviours may be critical to the achievement of work–life balance and confirms that work–life balance matters to younger members of the workforce, regardless of their family responsibilities.     

Too scared to go sick? The management and the manifestations of workplace attendance in the food retail sector

This article is a response to Taylor et al’s (2010) call for further research regarding workplace attendance. It examines the new politics of absence management in the UK and Cyprus in food retail sector, identifying a dual approach in managing attendance across the two countries. The first approach suggested the penalization of absence, whilst the second focused on the prevention of absence through accommodation. The article argues that ‘coercion’ is not the sole vehicle to tackle high absence in food retailing rather it suggests the development of other practices to enhance cooperation to regular attendance. The research identifies significant differences regarding the formality of these processes between the two countries, and suggests the generation of a particular attendance culture within the organisations, one that is not merely a culture of fear, as Taylor et al (2010) suggest, but rather a culture that includes accommodation and cooperation.     

Too big to fail? The dynamics of EU influence and fiscal consolidation in Italy and Spain (2008–2016)

ABSTRACT

The article studies the dynamics of fiscal consolidation and public sector reforms in Italy and Spain under the EU governance that took shape as a reaction to the Eurozone crisis. We show how three types of EU pressure – fiscal and economic coordination rules, conditionality, and back-room diplomacy have operated in conjunction. We also show that Italy was more willing than Spain to resist EU pressure. Based on a Two-Level Game framework, we argue that this can be explained by the greater opposition to European integration that has developed in Italy compared to Spain.