Are Scottish firms meeting the ICT challenge? Results from a National Survey of Enterprise

This paper examines the diffusion of Information Communication Technology (ICT) into firms in Scotland and northern England. Data concerning the adoption of micro-computers, e-mail, the Internet, ISDN, in-house website, and the automation of business functions is analysed by industry, firm size, firm age, rate of growth, export involvement, and innovation activity. The results from a sample of 1347 firms found an overall increase in the adoption of ICT in firms between 1998 and 2001. The increase is led by older and larger firms in comparison to younger and smaller firms. In addition, the diffusion of the automation of business functions was found to be sequential, from generic to specific applications. Further increases in the diffusion of ICT are likely to come from upgrading existing equipment and increases in the range of business functions that can be automated. Finally, although use of the Internet and web-based trading has increased in the sample firms, this has not replaced traditional marketing and sales. The results support the view that more firms are taking up the challenge of using ICT in-house, with older and larger firms leading the way ahead of younger and smaller firms.     

Using integrated information systems in supply chain management

The aim of this paper is to empirically test not only the direct effects of information and communication technology (ICT) capabilities and integrated information systems (IS) on firm performance, but also the moderating role of IS integration along the supply chain in the relationship between ICT external and capabilities and business performance. Data collected from 102 large Iberian firms from Spain and Portugal are used to test the research model. The hierarchical multiple regression analysis is employed to test the direct effects and the moderating relationships proposed. Results show that external and internal ICT capabilities are important drivers of firm performance, while merely having integrated IS do not lead to better firm performance. In addition, a moderating effect of IS integration in the relationship between ICT capabilities and business performance is found, although this integration only contributes to firm performance when it is directed to connect with suppliers or customers rather than when integrating the whole supply chain.     

Acquisition Premiums, Subsequent Workforce Reductions and Post-Acquisition Performance

abstract    This study suggests that paying acquisition premiums leads to workforce reductions in the merged firm, which in turn results in poorer post-acquisition performance. This issue is important to scholars and practising managers given the pervasiveness and importance of knowledge and human capital to competitive advantage. In a sample of 174 major related acquisitions completed in the period 1992–98, results show a positive relationship between the premium paid for an acquisition and subsequent workforce reductions, controlling for a number of alternative explanations. Additionally, workforce reduction mediates the negative relationship between premiums and post-acquisition performance. The results suggest that the effects of workforce reductions following large premiums paid for the acquired firm can be detrimental to the interests of the organization.     

Why some firms adopt telecommuting while others do not: A contingency perspective

Using a contingency perspective and data from 122 CEOs of Spanish firms, this paper examines what makes a firm likely to adopt telecommuting. We hypothesized that employer adoption of telecommuting would depend on organizational constraints (age and size of the firm), the international composition of the workforce, and the top executives' leadership style. In turn, we argue that firms adopting telecommuting would emphasize outcome‐based control systems. Our empirical evidence showed that telecommuting correlated with small organizational size, a high proportion of international employees, and variable compensation. A contingent reward leadership style at the top moderated the effects of firm age and internationalization on the adoption of telecommuting. © 2009 Wiley Periodicals, Inc.     

Does organizational culture play a role in the development of psychological distress?

The aim of this article is to analyze the extent to which organizational culture contributes to the symptoms of psychological distress in the workforce. Integrating organizational culture and work organization conditions makes it possible to examine how culture is associated with the various components of work organization conditions, and how these conditions might relate to symptoms of psychological distress in employees. Data from the SALVEO study were collected in 2009–2012 from a sample of 1824 individuals nested in 60 Canadian workplaces. Multilevel regression models were used to analyze the data. After controlling for individual and family characteristics, only group and rational cultures were associated with psychological distress, but both type of organization cultures were mediated by work organization conditions. Group culture is indirectly associated with lower levels of psychological distress since it favors lower levels of psychological demands and job insecurity. Rational culture is indirectly associated with higher levels of psychological distress because it favors higher psychological demand levels. The results obtained highlighted the importance of including variables relating to broader organizational context in models examining stress in the workplace.     

A theory of the temporary organization

The idea of the firm as an eternal entity possibly came in with the era of industrialism. In any case, the practical consequences of this idea contrast sharply with many ideas about projects and temporary organizations. Mainstream organization theory is based upon the assumption that organizations are or should be permanent; theories on temporary organizational settings (e.g., projects) are much less prevalent. In this article, we address the need for a theory of temporary organizations, thus seeking to supplement traditional project management wisdom. We also suggest some components of such a theory by elaborating on certain ideas about projects. “Action”, as opposed to “decision”, is one such component which is central to a theory of the temporary organization. In some respects we are thus dealing with antipoles, in other respects with concepts similar to those in established mainstream organizational theory. The role of “time” in the firm is different as compared to its role in the temporary organization. The differences have several important implications and we are able to suggest a coherent outline of a theory which we believe could be useful and which also covers several important aspects of temporary organizations.     

The role of corporate culture in the process of strategic human resource management: Evidence from Chinese enterprises

Extant research on strategic human resource management (SHRM) has primarily focused on the content of SHRM (best practices, bundles of practices, etc.) and its effect on firm performance. Little research has examined the SHRM process so as to better understand how SHRM is adopted and implemented and what impact it has on organizational processes and outcomes. This article examines the role of corporate culture in the SHRM adoption and implementation process. Empirical results from a sample of 223 Chinese enterprises indicate that corporate culture has an impact on the adoption of SHRM, and that different types of culture affect the SHRM process differently. Specifically, group and developmental cultures have positive effects on the adoption of SHRM, but the effect of hierarchical culture is not significant. Developmental culture is also found to have a direct effect on firm performance. This study offers significant implications for HRM in China and other dynamic and emerging economies. © 2008 Wiley Periodicals, Inc.     

Training and Performance of a Diverse Workforce

The moderating role of work contracts on the relationship between human resource management (HRM) and the self‐reported performance of 1,311 permanent and 924 temporary employees across three sectors was studied using a multilevel design in 103 organizations in three European countries. The HR practice examined was training and its allocation to the different workforce groups. The relationship between training for permanent employees and performance was moderated by work contract as well as country. In the Spanish sample, the performance of temporary employees was more negatively related to training for permanent employees as compared to the Dutch and the Swedish sample. Unexpectedly, in the Dutch sample, training provision was negatively related to the workforce group it was provided for. It is the temporary employees that seemed to be the cause of the interactions, underlining the call for special treatment of this workforce. Results indicate a considerable role of the interplay of job dependence and labor market conditions. © 2014 Wiley Periodicals, Inc.     

Impact of ICT on the productivity of the firm: evidence from Turkish manufacturing

This paper aims to explore the impact of Information and Communication Technologies (ICT) on labor productivity growth in Turkish manufacturing. This is the first attempt at exploring the impact of ICT on productivity in Turkish manufacturing at the firm level. The analysis is based on firm level data obtained from Turkish Statistical Institute (TURKSTAT) and covers the period from 2003 to 2012. The data used in the analysis includes all firms employing 19+ workers in Turkish manufacturing industry. Growth accounting results show that the contributions of conventional and ICT capital to value added growth are not significantly different from each other. On the other hand, results based both on static (fixed-effects) and dynamic panel data analysis highlight the positive influence on firms’ productivity exerted by ICT capital. The findings show that the impact of ICT capital on productivity is larger by about 25 to 50% than that of conventional capital. This contribution of ICT capital is higher than that of non-ICT capital for small sized and low-tech firms. Our findings imply that investing in ICT capital increases firm productivity by increasing the productivity of labor and also that convention growth accounting approaches may not be adequate to identify such linkages.     

Company and union commitment: evidence from an adversarial industrial relations climate at a Korean auto plant

This study examines the feasibility and antecedents of worker commitment to company and union at an automobile plant in Korea. It utilized a sample of 331 workers at the plant who were implementing new management techniques, e.g. human resources management, total quality management and lean production. The plant had a long history of adversarial industrial relations, and its workforce was organized by the Korean Confederation of Trade Unions, a union organization known for its militancy. The study found little evidence of workers' dual commitment to the company and the trade union, but instead discovered a competing commitment between company and trade union. Furthermore, company and union commitment were predicated on different factors, with workers' positive perceptions of the industrial relations climate positively affecting commitment to their company and negatively affecting commitment to their union. The findings were more consistent with those at other workplaces with an adversarial industrial relations climate rather than those with a co-operative one.     

ICT Adoption and Heterogeneity in Production Technologies: Evidence for Chilean Retailers*

The adoption of information and communication technology (ICT) can have far‐reaching effects on the nature of production technologies. Because ICT adoption is incomplete, especially in developing countries, different groups of firms will have different production technologies. We estimate a latent class stochastic frontier model, which allows us to test for the existence of multiple production technologies across firms and consider the associated implications for efficiency measures. We use a unique data set of Chilean retailers, which includes detailed information on ICT adoption. We find three distinct production technologies. The probability of membership in a more productive group is positively related to ICT use.     

HRM professionals and their perceptions of HRM and firm performance in the Philippines

This paper reports the findings of a study conducted in the Philippines that examines the extent of adoption of human capital-enhancing human resource (HR) and industrial relations (IR) practices. Differences between locally owned and other organizations in these practices and their relationship to firm performance were also investigated. Questionnaire responses were obtained from managers and union representatives from 128 organizations located in the Philippines. The results indicated that there was, on average, a fairly high level of adoption of practices consistent with a strategic approach to human resource management (HRM), with foreign-owned firms tending to show a slightly higher level of adoption of such practices. A scale representing the adoption of a more conciliatory and union-friendly IR approach was found to be a significant predictor of perceived firm performance. Surprisingly, the level of strategic integration between HRM and business planning and most human capital-enhancing HR practices were not significant predictors of perceived firm performance. Research and practical implications in relation to the role of HRM in enhancing firm performance are discussed.     

The impact of ISO 14001 on firm environmental and economic performance: The moderating role of size and environmental awareness

This paper analyzes the impact of adopting the ISO 14001 standard on firm environmental and economic performance. In particular, it is argued that the degree of environmental awareness of the society (EAS) and firm size are two factors moderating the effect of ISO 14001 on firm performance. A number of hypotheses are formulated and empirically tested on an international sample of 583 listed companies in 46 countries over the period of 2009–2018. The findings show that (i) ISO 14001 adoption contributes to reducing firm carbon emission intensity and increasing firm profitability; (ii) the impact of ISO14001 on profitability is greater for companies from countries with high EAS and for larger firms; and (iii) the impact of ISO 14001 on carbon intensity is greater for headquartered in countries with low EAS. Managerial and policy implications resulting from the widespread adoption of certifiable environmental standards are also discussed.     

Establishing high-tech industry: The Tunisian ICT experience

Although the high-tech sector in developed countries is well understood, there are considerable gaps in our knowledge about the high-tech sector in developing countries. This study addresses questions about the nature of high tech in Tunisia and about factors associated with information and communications technology (ICT) firms’ success as examples of the high-tech sector. The literature identifies the key characteristics of the sector to be human capital, access to appropriate finance and supporting institutions to provide synergy. Thus we address these factors to establish if they have led to success in Tunisian ICT high tech. We surveyed 60 Tunisian ICT firms and employing a multiple component analysis, supported by a multinomial LOGIT analysis, we found that research and development was negatively associated with firm success. This, we argue, indicates the early stage of high-tech development. Our findings also suggest a subordinate role in the global value chain.The paper concludes with some observations and recommendations.     

Family-friendly management,organizational performance and social legitimacy

Research on family-friendly practices has concentrated on the predictors of their use, particularly from the perspective of either institutional theory or the high involvement or commitment management vogue. This paper first shows how such perspectives can be used to generate hypotheses about the link between family-friendly management and organizational performance. Second, the paper reports research designed to test these, using data from a national representative sample of workplaces across the British economy, the Workplace Employment Relations Survey of 2004 (WERS2004). The results support the high commitment thesis that family-friendly management will strengthen the relationship between commitment and key economic outcomes, as the relationships between workforce commitment and productivity or quality are stronger in organizations when friendly management is high, which is consistent with social exchange theory. Family-friendly management is not, however, related to the human resource outcomes of labour turnover and absenteeism. Nor does the study find support for the argument that its use in conjunction with high involvement management enhances the performance effects of both. Equally, there is no support for the hypothesis from the institutional thesis that family-friendly management has positive effects on the legitimacy of the organization.     

Gender diversity,gender norms and firm performance: Evidence from India

This paper examines the effect of gender diversity on the financial performance of firms in India. Specifically, we examine two specific aspects of gender diversity- how the implementation of gender diversity across various workforce levels affects firm performance and the role of gender norms and culture in the external environment where the firm operates in influencing the relation. Using the World Bank Enterprise Survey, 2014, we use propensity score matching and instrumental variable estimation techniques to test the effect of gender diversity on firm performance. The results suggest that better women’s representation at higher levels of the workforce is associated with better performance. In contrast, women’s representation at the worker level of the workforce does not affect performance. Additionally, the state-level gender empowerment norms strongly condition the effect of gender diversity on performance. In states with better gender empowerment indicators, firms with better female representation at all levels of permanent employment also have better performance. In contrast, there is no effect of gender diversity on performance in states with worse women empowerment indicators.     

Exploring the relationship between Information and Communication Technologies (ICT) and academic performance: A multilevel analysis for Spain

With the world becoming increasingly digitalized, determining the relationship between the use of Information and Communication Technologies (ICT) and educational outcomes takes on special relevance for guiding educational policy decisions in a reasoned way. The objective of this research is to explore the relationship between different types of ICT use at school and at home, students' attitudes towards ICT, and academic performance, as well as to see if these associations differ according to the level of performance of the students. For this purpose, we apply multilevel regression models and quantile regression models with data from the Programme for International Student assessment survey (PISA) 2015. The results show differences in the sign of the association according to the ICT variable analysed. The positive association between ICT use and academic performance is related with its use for entertainment at home, the students’ interest in ICT and an earlier starting age for using ICT. Results also show that higher availability of computers per student in the schools is associated with higher levels of academic performance. However, the use of ICT for schoolwork at home, the use of ICT by students in schools and the importance of ICT as a topic in social interaction for students, are factors negatively associated with academic performance. Finally, our quantile regressions by ability levels suggest that certain types of ICT use appear to be particularly associated with the academic performance of students in the lowest percentiles of performance. These results highlight the need to consider and include ICT as an input into the educational production function. Moreover, public policies should consider the interaction between ICT and the educational performance of underperforming students.     

e-HRM: A meta-analysis of the antecedents,consequences, and cross-national moderators

Using information technology, a growing number of companies have adopted a digital approach to human resource management (i.e., e-HRM). This meta-analytic review systematically integrates research on the antecedents, consequences, and moderators of e-HRM. Our results show that system usefulness, organizational resources, users' knowledge, and social influence could facilitate the adoption of e-HRM; in addition to the technology, organization, and people factors, the social factor can also predict e-HRM adoption and has incremental validity in predicting e-HRM adoption after controlling for the other three factors. Further, the findings indicate that e-HRM positively relates to the overall organizational performance as well as three specific organizational performance categories and that the predictive power of e-HRM for organizations' operational performance is significantly higher than that for their relational performance and transformational performance. Furthermore, the findings also show that the positive link between e-HRM and organizational performance is stronger in countries with higher ICT development levels and countries with lower human capital quality. The theoretical and practical implications for future research and e-HRM practitioners are discussed.     

Firm resources and the development of environmental sustainability among small and medium‐sized enterprises: Evidence from the Australian wine industry

Scholars and industry professionals want clarification of the specific firm resources that influence the adoption and development of environmentally sustainable strategies. This paper, set in the context of the Australian wine industry, explores different firm resources that are beneficial for environmentally sustainable development and examines the role of management attitudes and norms in moderating this relationship. It establishes which resources small and medium‐sized enterprises (SMEs) should invest in to be more successful in following environmental principles. The findings of a survey of the owner‐managers of Australian wine‐producing SMEs are reported, and partial least squares structural equation modelling is utilized to analyze the data. Results clearly indicate that successful firms that manage their resources more effectively influence the application of environmental behaviour, with one distinct resource significantly influencing the disclosure of such behaviour. A moderating effect is established which supports the notion that pro‐environmental decision‐making in SMEs is heavily influenced by the attitudes and norms held by management.     

Understanding the adoption and institutionalization of workforce analytics: A systematic literature review and research agenda

Data analytics plays a crucial role in enhancing organizational decision-making. Various organizational disciplines have already embraced data analytics. However, human resources management is lagging in data-driven decision-making and, specifically, workforce analytics. Although an increasing number of studies explore the diffusion of workforce analytics, our understanding of why organizations decide to adopt workforce analytics and how organizations further institutionalize workforce analytics remains limited. Taking an HRM innovation and contextualized perspective, this systematic literature review aims to provide in-depth knowledge on factors driving workforce analytics adoption and institutionalization. The results, including relevant learnings from business analytics research, show the importance of competitive, institutional, heritage mechanisms, key decision-makers and actors, and HRM fit-related factors in the diffusion process. Based on the results of this review, various avenues for future research are presented. Additionally, insights from this literature review can help decision-makers allocate their scarce resources effectively and efficiently to cultivate workforce analytics as an organizational practice.