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Margarethe F. Wiersema 《人力资源管理》1995,34(1):185-202
One of the most visible adjustments in company strategies in recent years was the dramatic increase in the level of corporate restructuring activity that took place during the 1980s. Strategic decisions that result in the realignment of firms with their environments are likely to be influenced by the composition of the top management team. This study found that firms experiencing non-routine executive succession events within the management team subsequently underwent more restructuring activity than did firms without non-routine executive turnover. These findings suggest that unexpected executive turnovers can significantly alter managerial perspectives within top teams and may thus provide an important mechanism by which firms adapt to their competitive environments. © 1995 by John Wiley & Sons, Inc. 相似文献
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Douglas T. Hall 《人力资源管理》1985,24(3):271-292
This is a study of the effects of becoming plateaued on the careers of professionals in a declining organization. An unusual “triple ladder” was studied, one with paths in administration and technical specialization (the two typical components of a dual ladder system), as well as project management (a general practice, technical generalist role). In contrast to earlier studies of plateauing, it was found that occupational characteristics mitigate the effects of plateauing. The plateaued technical specialists experienced the expected declines in job attitudes; however, in project management, and to a lesser extent in administration, it was the plateaued group whose career outlook was most positive. Interview data suggested that the critical factor operating here was not plateauing per se, but the extent to which learning is required and experience and acquired skills are utilized and recognized in the work role. Structural career opportunities, intrinsic job rewards, and recognition were all critical factors in mitigating the effects of the career plateau. 相似文献
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The authors examine the nature, extent, and consequences of psychological contract violations which occur in restructuring firms. Managers in restructuring firms were significantly more likely to perceive psychological contract violations in the areas of job security, input into decision making, opportunities for advancement, and amount of responsibility. Managers in restructuring firms were also significantly more likely to be looking for new jobs and were significantly less likely to be loyal to their employers. Several situational factors mitigated against managersß strong negative reactions to psychological contract violations: procedural justice in how layoffs are handled, low likelihood of future violations, and positive working relationships with colleagues. © 1998 John Wiley & Sons, Inc. 相似文献
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Redeker JR 《HRMagazine : on human resource management》1990,35(7):83-4, 86-7
The purpose of any code of conduct is to define the limits of acceptable behavior of the employees being managed. An effective code results from trade-offs among the key elements of notice, discretion, risk and tone, which reflect the culture of the organization. 相似文献
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《Technovation》2020
Today, firms encounter scarce resources and rapid technology change which render formerly successful business models obsolete. Research shows that some firms perform better than others in continuously discovering, evaluating, and exploiting opportunities in volatile environments and that this is dependent on firm’s dynamic capabilities. Besides obtaining dynamic capabilities through internal R&D activities, firms have open up their innovation process to pursue dynamic capabilities outside their organizational boundaries through external corporate venturing by accessing startup's technological capabilities necessary to innovate. External corporate venturing is a means to develop new distinctive capabilities and businesses by exploring and exploiting business opportunities outside a firm’s existing boundaries. Drawing on the dynamic capability literature, we use a multiple case study approach to examine the contribution of external corporate venturing to firms’ dynamic capabilities. Our results reveal that firms indeed use corporate venturing to identify and exploit startup’s technological knowledge and competencies to increase firm’s dynamic capabilities. But our empirical data also shows that not every firm is fully profiting from all dynamic capability phases as their corporate venturing modes are not linked with each other and cumulative effects are not realized. 相似文献
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Mônica Cavalcanti Sá de Abreu 《Business Strategy and the Environment》2009,18(8):542-556
Continual efforts to work with government and society are crucial to persuade businesses to become even better engaged in sustainability practices in developing countries. This study rebuilds the SCP (structure–conduct–performance) paradigm to incorporate environmental variables and to address the environmental strategy choices. Grounded theory was adopted in a systematic collection of data in petrochemical, textile and beverage companies established in different Brazilian states. In‐depth personal interview, site visit and documentary evidence were coded and analysed. The empirical results demonstrate that environmental regulation and enforcement, environmental risk and demands from stakeholders play a central role in increasing the corporate commitment to the natural environment. The study defines four strategic generic types of organization, termed variously as sleeper, reactor, defender and innovator, owing to their solutions to environmental issues. This typology contributes as a roadmap for business decision makers to choose the appropriate environmental strategy in a global economy. Copyright © 2008 John Wiley & Sons, Ltd and ERP Environment. 相似文献
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This paper examines the nature of the objective function of the firm when operating under conditions of uncertainty. Robustness is presented as a purposeful maximand for decision making both under conditions of certainty and uncertainty - a robust decision being one in which the decision maker retains the maximum flexibility with regard to future decisions after an initial decision has been made. Its incorporation within a managerial objective function provides a measurable scale for making choices between alternative courses of action, including under conditions of internal organizational conflict and environmental reaction by other decision makers. 相似文献
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Stephen T.T. Teo 《International Journal of Human Resource Management》2013,24(1):89-105
This study examines the effectiveness of the strategic human resource management (HRM) function performed by the corporate human resource department of an Australian public-sector entity, before and after its corporatization. Multiple methods (including a survey of senior managers and semi-structured interviews) were used to collect the data. Despite an improvement in the overall level of strategic integration between HRM and strategic management, the rating of strategic HRM role effectiveness remained low. The results indicate that the strategic HRM function, as a corporate headquarters function, was more effective in its administrative role than in a value-adding function. The difficulty in balancing the dual roles of a corporate headquarter unit, together with the challenges of becoming a strategic business partner to line managers, provided the major impediments to effective strategic HRM. 相似文献
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企业文化变革的四个阶段 总被引:1,自引:0,他引:1
任何尝试企业文化变革的人都将面临异常复杂的任务.如果没有一个可操作的模型,变革就会复杂得足以使人感觉没有希望.本文论述的以四个阶段构成的系统文化变革过程,目的就是解决这个难题. 相似文献
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目前,国内汽车经销商如何通过企业文化的推广获取内外部顾客的满意,从而提升服务水平,是获取竞争优势的关键因素。文章结合企业文化与服务营销的相关理论,提出了以顾客满意为价值目标的汽车经销商企业文化体系,为汽车经销商提升其服务营销水平提供一定的借鉴作用。 相似文献
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M. Pilar Socorro 《Managerial and Decision Economics》2009,30(5):335-350
The purpose of this paper is to analyze the effects that takeover threats have on firms' preacquisition R&D intensity. Critics of takeovers usually argue that takeover threats may reduce target firms' R&D investments. However, I find that target firms may increase R&D investment in order to signal their compatibility with the acquiring firm. The identity of the acquired firm depends on the market size and target firms' efficiency and compatibility. Through R&D investments, target firms may affect this result, signaling potential outsiders the kind of competition they may face, and forcing them to accept lower takeover offers. Copyright © 2009 John Wiley & Sons, Ltd. 相似文献
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Hee-Chan Song 《Business Strategy and the Environment》2021,30(7):3040-3052
The win-win paradigm of corporate sustainability suggests that firms can transform sustainability issues into strategic opportunities, thereby creating shared values at the intersection of business and society. This study explores an alternate approach by delving into Buddhism and its meditative tradition. To deeply immerse myself into the monastic life of Buddhist monks and their meditation practice, I conducted a 5-year ethnographic fieldwork in 82 Buddhist temples across Asia. In the fieldwork process, I was even ordained as a Buddhist monk to internalize the practice. This level of immersion allowed me to investigate the nature of Buddhist meditative mindfulness and its role in reframing corporate sustainability. Drawing upon the findings and relevant literature, I suggest a Buddhist approach to corporate sustainability that offers a unique worldview on the interrelationships between economy, society, and environment. In conclusion, I compare the Buddhist approach to the win-win paradigm. 相似文献
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《Human Resource Management Review》2018,28(1):46-55
Drawing from the mentoring and organizational commitment literatures, this paper addresses the relationship between mentoring and organizational commitment within the family business context. While there is a clear connection between mentoring and organizational commitment in the broader literature, the relationship takes on added complexity in family businesses. In this paper, we develop arguments and offer propositions suggesting that mentoring in family firms results in different commitment outcomes depending on the familial status of the members in the mentoring dyad. While mentoring is most often linked to affective commitment, our propositions extend theory by suggesting that the unique mentoring relationships present in family firms can foster normative and continuance commitment in many circumstances. Propositions regarding mentoring and the various facets of organizational commitment are presented. Implications for theory and human resource management are also discussed. 相似文献
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Ronald W. Best 《Journal of Economics and Finance》1994,18(2):231-240
Information-asymmetry-based models predict that the market should react negatively to unanticipated external financing. Previous
empirical studies lend limited support to these conjectures. This study examines the anticipation issue using financial analysts'
earnings-forecast errors as a proxy for information available prior to the external-financing announcement. The conjecture
is that external financing would be less anticipated for firms which financial analysts cannot accurately predict their earnings.
Event study results indicate that high-prediction-error firms exhibit significantly lower announcement period returns than
lowprediction-error firms for non-convertible debt, convertible debt, and common stock offerings. 相似文献
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Vijay Sathe 《人力资源管理》1988,27(4):389-411
This article will first describe and analyze two very different patterns of entrepreneurship found in large American companies studied by the author. “Surface entrepreneurship” denotes the pattern of entrepreneurial activity found in companies where entrepreneurship was seen as an important business objective that management was trying to promote and accomplish. In contrast, “deep entrepreneurship” denotes the pattern found in companies where entrepreneurship was an important shared value. European firms currently being studied combine elements from these two patterns. These studies suggest the fundamental questions that must be addressed to promote entrepreneurship. Some answers in the form of recommendations to management are presented. 相似文献
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Narissa Gipp Stavros P. Kalafatis Lesley Ledden 《International Journal of Nonprofit & Voluntary Sector Marketing》2008,13(4):327-346
- There is current recognition that value is the fundamental basis for all marketing activities. The present research provides an empirical examination of perceptions of value within the voluntary sector and specifically donations made by organisations towards the funding of charitable projects. The impact of a number of charity and project‐related variables on the formation of value and the corresponding effect of value on satisfaction and behavioural variables are examined.
- The results support claims that past experience with and information about a charity as well as information about a specific project are significant determinants of value. However, the impact of these constructs is differential between the two components of value (i.e. get/benefits and give/sacrifices). We confirm the significant effect of value on satisfaction and indicate that satisfaction and benefits derived from a donation have a direct impact on behavioural intention.