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.     

A conceptual model of public sector corporate entrepreneurship

Entrepreneurship has been conceptualized as a process that can occur in organizations of all sizes and types (Burgelman, Academy of Management Review, 8, 32–47, 1983; Miller, Management Science, 29, 770–791, 1983; Gartner, Academy of Management Review, 10, 696–706, 1985; Kao, Entrepreneurship, creativity and organization, 1989). This paper develops a conceptual model of public sector corporate entrepreneurship. The proposed model is intended to depict the main antecedents that relate to corporate entrepreneurship within the public sector and the impact of corporate entrepreneurship on public sector organizational performance (growth, development and productivity), as well as factors influencing its continuous performance. Following discussion of the model’s contents, the potential value for researchers and those engaging in public sector corporate entrepreneurship are described.     

Human capital and sustainable competitive advantage: an analysis of the relationship between training and performance

This article analyses the importance of training as a creator of human capital, which enables a company to obtain competitive advantages that are sustainable in the long-term that result in greater profitability. The study is based on the general theoretical framework of resource and capacity theory. The study not only analyses the impact of the influence of training on performance; it also attempts to analyse the nature of such a relationship in greater depth. This being the case, an attempt has been made to measure explanatory capacity from two different perspectives: the universalistic approach and the contingent approach. At the outset, two hypotheses are formulated that attempt to quantify the relationship from a universalistic perspective to later, in two more hypotheses, incorporate the potential moderating effect of the strategy into the model, in order to verify whether or not this strategy improves the explanatory power of our model of analysis.

Crossing the level of employee's performance: HPWS,affective commitment,human capital,and employee job performance in professional service organizations

Extant research on high-performance work systems (HPWS) has primarily examined the effects of HPWS on firm-level performance from a macro perspective and mostly in manufacturing settings. This study extends this literature by integrating social exchange theory and human capital theory perspectives to examine how shop-level HPWS affect employee individual performance in the service context, especially focusing on the small-scale professional service organizations. Data collected from multiple sources included 97 hair salon shop owners and 284 hairdressers as well as objective job performance measured in terms of each hairdresser's average monthly service sales. Results from cross-level analysis indicated that the relationship between shop-level HPWS and employee job performance was mediated by employee affective commitment and their human capital. These findings shed new light on the mechanisms through which HPWS impact employee outcomes and serve to bridge between macro and micro perspectives of human resource management.     

Clarifying the effect of organization learning on service innovation: the mediating role of intellectual capital

Abstract

The study of intellectual capital has gained interest in today’s highly competitive landscape. Using intellectual capital as a mediator, this paper developed an integrated model to examine whether organization learning affects and increases the capacity for new service development (NSD). The results from the study of 598 hotel managers support this model across multi-dimensions of intellectual capital and show that intellectual capital plays a mediating role between organizational learning and NSD. This paper also finds exploitative organization learning enhances the positive effect of organization capital because it fosters a positive link between relational capital and human capital. The study also discusses how this intriguing pattern of mediation could be explained by using theory and research with a regulatory focus.     

Knowledge flows and performance of multinational subsidiaries: the perspective of human capital

This paper examines the relationships between knowledge flows and subsidiaries' performance in the perspective of human capital. Our empirical study of 130 Taiwanese multinational companies' (MNCs') subsidiaries show that outflow of knowledge can enhance performance; however, the inflow of knowledge can facilitate performance only in the case of high investment of human capital in subsidiaries. Additionally, the effects of knowledge inflow on subsidiary's performance are found significant only in its earlier stage of establishment.     

The interaction between public and private governments: An empirical analysis

Private governments, found in planned developments and condominiums, are increasingly common methods of delivering local services to residents. This paper provides the first empirical study of their impact on local public finance. A novel data set of homeowners' associations allows construction of a panel of private governments in California. Panel methods test whether public expenditures respond to private government prevalence. Estimates indicate that local governments lower spending moderately in response to private government activity, consistent with strategic substitution. The paper then examines various mechanisms to explain this downloading and shows that the substitutability between public and private providers is key to which services are downloaded. Evidence also suggests that the economies of scale in service production in small cities temper the offloading of public services to private governments.     

Self/paid-employment, public/private sector selection, and wage differentials

We use Probit models to account for the double selection problem of choice between, on the one hand, self- and paid-employment and, on the other, employment in the public and private sector. These models provide corrections for sample selection in wage equations for paid employees in the public and private sectors. Using a modified version of the Oaxaca and Ransom [J. Econom. 61 (1994) 5] procedure, we decompose the wage gap between the public and private sectors into a portion attributable to differences in characteristics, the public sector advantage, the private sector disadvantage and unobserved selection effects. Rich data for the Republic of Cyprus, a thriving economy with institutional features reminiscent of a developing economy, help determine the choice of type (self/paid) and sector (public/private) of employment. The human capital model describes the wage determination process satisfactorily. The size and distribution of public sector rents between men and women are similar to those in North America and are bracketed by results for developing countries.     

The effects of internal locus of control on entrepreneurship: the mediating mechanisms of social capital and human capital

This paper proposes the research framework that locus of control enhances entrepreneurship through the mediating mechanisms of increased social capital in interpersonal networks and improved human capital in personal development. We adopted structural equation modeling to examine the research hypothesis. The research participants comprised managers from 14 enterprises in China; a total of 1002 valid questionnaires were collected. The results revealed that social and human capital mediate the effect that internal locus of control exerts on entrepreneurship. This study provides the following research contributions: first, the findings address the gaps in previous studies regarding the effect that a single dimension (i.e. personality traits) produces on entrepreneurship. Second, by employing the social exchange and human capital theories, we integrated interpersonal and individual perspectives into the research framework to explore factors affecting entrepreneurship, identifying that social and human capital are key-mediating mechanisms through which locus of control influences entrepreneurship.     

企业人力资本开发的体制和政策环境研究

文章讨论了如何创造人力资本开发的体制和政策环境,以培育和提高企业的核心能力,并且就人力资本开发的体制和政策环境的问题,向政府和企业,尤其是西部的政府和企业提出了一些建议。     

Shared human capital in project management: A systematic review of the literature

From the viewpoint of project success, the importance of human capital in projects cannot be overemphasized. Despite this, previous studies have only explored some segments of human capital in projects (e.g., commitment or trust). The aim of this study is to gather studies on the concept of human capital in project management and create an aggregating concept of recent studies. We report and discuss the findings from a systematic review of the research literature. This article focuses particularly on shared human capital (common meanings on the interfaces of the individual and team), and we conclude that the constructive elements of shared human capital are values, tacit knowledge, and social support.     

Strategic HRM and organisational learning in the Chinese private sector during second-pioneering

This study examines the relationship between strategic human resource management (HRM) and organisational learning in Chinese private firms during the second-pioneering stage, which involves a process of transition from ‘opportunism’ to ‘capability building’. It specifically examines how this relationship is influenced by environmental uncertainty and guanxi dependence. Using data from a face-to-face survey of 107 Chinese private firms, the findings show that strategic HRM has a positive effect on all four dimensions of organisational learning: knowledge acquisition, knowledge distribution, knowledge interpretation and organisational memory. In addition, task environmental uncertainty positively moderates the relationship between strategic HRM and organisational learning. However, the moderating effects of institutional environmental uncertainty and guanxi dependence on this relationship are not significant. These results highlight the importance of strategic HRM for organisational learning in uncertain task environments to promote organisational transition.     

Government and governance: The value of project management in the public sector

Governance is an emerging theme that has been associated in the public sector with a real political need to satisfy stakeholders by demonstrating accountability and transparency while effectively implementing policy. Many initiatives relating to governance are generated by a need for improvement of organizational performance and ability to implement and adapt to change. These generally take the form of projects and programs encouraging a variety of project management implementations in the public sector. This article reports on examination of the expectations and realization of value from investment in project management in four Australian public‐sector organizations with particular reference to the government context, the perspective of public value management (PVM), and the support that project management provides in meeting the demands of public‐sector governance.     

Demystifying the folklore of the accidental project manager in the public sector

Many individuals are called upon to undertake project management responsibilities with little or no preparation. Such project managers have been referred to as accidental project managers. This article examines the experiences of 46 accidental project managers within the Western Australian public sector through a questionnaire survey. Findings reveal that most project managers were selected based on their technical or managerial expertise and thus lacked the required competencies to deliver a project. There was a greater propensity for accidental project managers to act in a part‐time mode, undertake nontechnical projects, and be provided with limited training and education.     

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.     

区域产业结构优化的人力资本战略需求研究

人力资本是区域经济增长决定性动因,而产业结构则反映区域资源配置与资源转换能力即财富创造能力的高低。在人力资本和产业结构优化的互动过程中,更需要从战略的角度提高人力资本水平,以推动区域经济协调增长,包括构建多元化的投资,增加人力资本投资存量;发展多元化教育模式,促进人力资本结构优化;优化人力资本配置结构,提高人力资本使用效率;缩小区域产业结构差距,建立地区间人力资本良性循环机制等。     

基于人力资本构架分析的施工企业人才流失对策

文章分析了施工企业人力资源管理现状,介绍了人力资本构架理论,通过分析提出了施工企业核心人才管理的方法。     

The influence of environmental and organizational factors on innovation adoptions: Consequences for performance in public sector organizations

Although technical and administrative innovations have received much academic interest in recent years, our understanding of why some organizations adopt these innovations and others do not is still underdeveloped. This paper examines organizational and environmental factors that may explain the adoption of innovations in public sector organizations. Furthermore, how technical and administrative innovations affect firm performance is also examined. Regarding organizational factors, we analyze strategy and firm size. Regarding environmental factors, we analyze the effect of uncertainty and market concentration. Hypotheses are developed and tested using a combination of archival and survey data from the public healthcare sector. Our results suggest that environmental and organizational factors have inconsistent effects on the adoption of administrative and technical innovations in public sector organizations. Our findings also show that high adopters of both types of innovations are more sensitive to environmental factors than organizational factors. Furthermore, our paper shows that organizations that combine technical and administrative innovations increase their performance.     

Regulatory influences on innovation in the public sector: the role of regulatory regimes

The purpose of this paper is to explore the impact of regulation on innovation within the public sector. This is done by integrating two separate frameworks, related to regulatory regimes and public-sector innovation. Through a case study of the Scottish water sector a matrix integrating these frameworks has been empirically developed, illustrating a continuous improvement path for innovation in the Scottish water sector. Findings indicate that customer and shareholder accountability is manifest at the transitional interface of the regulatory regimes, facilitating movement within the different systems. Interplay with the accountabilities and adjustments to the regulatory regime are paramount for progress. Through incentives to establish partnerships, the regulator provides conditions for new ideas to emerge with reduced risk of failure. Experimentation allows a new approach towards solving problems and enhancing innovation potential within the sector. The contribution of this paper is a framework demonstrating mechanisms required to move between government-centred, compliance- based regulation through to performance-oriented regulatory regimes.     

全要素生产率与人力资本--基于中国经验数据的实证研究（1979-2010）

本文旨在运用中国数据（1979-2010）检验全要素生产率与人力资本之间存在的经验关系,其研究价值在于首次以较完整数据来总结两者30年来的互动发展。首先运用Malmquist指数法和Cobb-Douglas生产函数推导法估算出该期间中国全要素生产率的贡献率,然后以社会平均教育年限及公共教育经费占GDP比重作为人力资本代表指标,运用计量方法进行实验检验。结果发现,社会教育年限的提高有助于全要素生产率的增加,公共教育经费规模也是影响全要素生产率的重要因素。