共查询到20条相似文献,搜索用时 15 毫秒
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WILLIAM N. COOKE 《劳资关系》2007,46(2):241-270
Treating workplace strategies as the integration of human resource and technological capabilities, a typology of workplace strategy emphases is developed. The choice among these alternative workplace strategy emphases is treated as a function of market‐positioning priorities and the multinational scope of firms. Accordingly, a multinomial choice model is specified, which is tested against a sample of firms in the U.S. automotive supplier industry. The model obtains substantial empirical support. Among the findings is evidence consistent with the proposition that due to cross‐border, isomorphic constraints, multinational companies are less likely than national companies to pursue workplace strategies emphasizing human resource capabilities, choosing instead to favor the diffusion of workplace strategies emphasizing technological capabilities. 相似文献
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This paper reports the findings from a survey of the effects of management buyouts on human resource management (HRM). Buyouts resulted in increased employment, the adoption of new reward systems, and expanded employee involvement. These developments support the resource‐based view that buyouts develop internal assets over agency theory predictions that managers will adopt a cost reduction approach. The type of buyout influences the subsequent development of HRM. Buyouts report more commitment‐orientated employment policies where employees own shares, and where the buyout pursues a ‘buy and build’ corporate strategy and adopts a business strategy of enhancing customer service and developing markets. 相似文献
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This article reviews recent developments in international trade theory that relate to issues of human resource management and industrial relations Some trade models with imperfectly competitive goods markets and thir liks to strategic trade and industrial policy and described. These models, results are shown to be sensitive to the incorporation of labor market imperfections. Applications of trade theory to international labor migration and human capital acquisition are also included. 相似文献
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This paper investigates the effect of different forms of corporate governance on the structure and nature of stakeholder relationships within organizations and the consequent impact on human resource management (HRM) policy and outcomes. The analysis shows that while performance advantages can be derived from commitment‐based HRM systems, a corporate governance regime that privileges remote stakeholders may operate as a constraint on such systems. The empirical analysis is based on the UK Workplace Employee Relations Survey (WERS98). 相似文献
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This paper suggests a framework for acquisition of new manufacturing technology that links the manufacturing strategy, market requirements and manufacturing attributes using an expert system approach. This paper takes a closer took at traditional notion of manufacturing-marketing coordination and attempts to find its links with manufacturing capabilities provided by recent evolving new manufacturing technology. For this purpose we deal with different steps involved in the strategic evaluation process beginning with the choice of a suitable competitive strategy by a firm. Then the chosen competitive strategy is linked with the market requirements, system attributes and appropriate manufacturing technology choices. The proposed model is integrated by an expert system approach that includes strategic factors of both a tangible and an intangible nature and is implemented by using the VP-Expert shell. 相似文献
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STEPHEN J. HAVLOVIC 《劳资关系》1991,30(3):469-479
This study develops and tests hypotheses regarding the influence of Quality of Work Life (QWL) initiatives on absenteeism, accidents, grievances, and quits, using monthly longitudinal human resource archival data collected at a unionized Midwestern heavy manufacturing firm for the period from 1976 to 1986. The sample size is 129 months (48 months of pre-QWL measures and 81 months of post-QWL measures). Autoregression procedures are utilized to examine the direct impact of QWL on human resource outcomes. QWL is found to significantly reduce absenteeism, minor accidents, grievances, and quits. 相似文献
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Axel Pierru 《工程经济学家》2013,58(3):297-306
In a recent paper, Jennergren analyzed four loan subsidy valuation methods suggested in authoritative textbooks. He showed that the first three can be derived from a unique formula whose value depends on the nonsubsidized loan amount that is assumed to be replaced by the subsidized loan. When the WACC method is used, this debt replacement must implicitly take into account the target debt-to-value ratio set by the firm. In this article, we suggest an alternative approach that allows us to clearly incorporate the corresponding debt constraint and to determine the resulting adjustment to be made. This adjustment appears to be different from that recommended by Jennergren. More generally, we suggest an alternative view of the consistency of the methods. 相似文献
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Using data from 84 hospitals linked to Equal Employment Opportunity Commission discrimination-charge data, we consider how four human resource (HR) structures affect hospitals' receipt of discrimination charges. HR structures that establish accountability (affirmative action plans, EEO units) are marginally related to charges. Structures that moderate bias (management diversity training) reduce the odds of receiving a charge while structures that raise employees' rights awareness (employee diversity training) increase the odds of receiving a charge. Structures relate differently to sexual harassment versus personnel charges. 相似文献
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Using data from a sample of 145 UK call centres, the authors test the core propositions of the strategic human resource management (SHRM) approach that: (a) there are coherent links through the SHRM chain from strategy, through operational requirements, to work design and human resource management, and (b) the fit between the human resource practices and market factors determines organizational performance. Little support for these hypotheses is found as only (a) a few direct relationships between the elements of the SHRM chain are found, and (b) direct relationships, rather than those moderated by market factors, are found between human resource practices and performance. But key operational requirements are linked to work design, which is itself related to a limited number of human resource practices. The direct effects of work design on key performance indicators are more pronounced than those of human resource practices. 相似文献
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Human Resource Management and Corporate Performance in the UK 总被引:2,自引:0,他引:2
The relationship between HRM and performance was explored in 366 UK companies using objective and subjective performance measures and cross‐sectional and longitudinal data. Using objective measures of performance, greater use of HRM is associated with lower labour turnover and higher profit per employee but not higher productivity. After controlling for previous years’ performance, the association ceases to be significant. Using subjective performance estimates, there is a strong association between HRM and both productivity and financial performance. The study therefore confirms the association between HRM and performance but fails to show that HRM causes higher performance. 相似文献
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The Nature and Causes of Effective Human Resource Management 总被引:1,自引:0,他引:1
Abstract : Four models of the causes of effective human resource management were tested using a large sample of national health service (NHS) provider trusts and districts. The four models, labelled organizational integration, policy integration, functional integration and process integration, were operationalized and tested in a regression analysis against a range of qualitative and quantitative measures of HRM effectiveness. The results reveal little or no association between the qualitative and quantitative measures of effectiveness and show that the models are better at explaining qualitative effectiveness. The most strongly supported models are organizational integration, reflected particularly in the formalization by senior management of HRM policy, and process integration, reflected in the quality and efficiency of personnel service and support. There is little support for policy integration — the idea of a coherent policy focus — and none at all for functional integration, that is, the view that a personnel department generously staffed by professional specialists will enhance effectiveness. The theoretical and policy implications of these results are discussed. 相似文献