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1.
    
This article addresses the issues regarding the usefulness of the resource‐advantage (R‐A) theory of competition for supply chain management research that are raised in commentaries by Barney (2012) and Priem and Swink (2012). In response, we expand the discussion initiated in Hunt and Davis (2008) that compares R‐A theory with the resource‐based view, draw similarities between R‐A theory and the demand‐side perspective, and further explicate the foundations of R‐A theory. In doing so this article provides a “way forward” for both SCM researchers and RBV theorists.  相似文献   

2.
    
When a company is acquired, the amount of money paid for the company is normally some multiple of earnings. The assumption is that the purchase price is higher than the tangible assets of the company. Therefore, the acquirer believes that there is value in the company beyond the balance sheet of the company. Frequently, some percentage of the ‘premium’ paid by the acquiring company is for the top management team and/or key managers. This paper examines the role of the top management team and their retention on the post acquisition performance of the company.  相似文献   

3.
Using the resource-based view, we present a set of propositions related to enterprise resource planning (ERP) development, reflections on competitive advantage and the different roles that stakeholders play in the value-chain. This has the goal of building a foundation for future research on ERPs and how stakeholders' desire to achieve competitive advantage influence ERP development, especially when it comes to development of a more standardised or pre-customised ERP system. The propositions also act as a foundation for increasing our knowledge concerning the difficulty in developing improved ERP systems.  相似文献   

4.
    
With growing public concerns about ecological issues, it has been increasingly critical for corporations to enhance their green competitive advantages. Utilizing a natural-resource-based view of firm and human resource management (HRM) perspective, we propose that green HRM (GHRM) promotes firms' green competitive advantages by facilitating two kinds of green innovation (i.e., green product/process innovation). Via a two-wave survey study of chief human resources officers (CHOs) and chief financial officers (CFOs) from 69 companies in China, we find support that GHRM positively links to green product and process innovations, each of which will, in turn, have a positive correlation with a green competitive advantage. Moreover, an indirectly positive linkage between GHRM and green competitive advantage via two types of green innovation is also proved. Our study expands current research by demonstrating a positive effect of GHRM in building green competitive advantage and by revealing two parallel mechanisms of such effect.  相似文献   

5.
人力资源价值链管理:赢得竞争优势   总被引:11,自引:0,他引:11  
宋利 《价值工程》2004,23(4):31-33
人力资源管理的关键在于通过价值链管理,把人力资源的业务职能连接在一起。人力资源价值链管理是一种以价值为中心的基于协作的策略,它能够有效地提高企业的竞争力,赢得竞争优势。  相似文献   

6.
知识经济条件下,人力资源已成为企业发展的关键性战略资源.文中在分析了知识经济时代人力资源的内涵基础上阐述了人力资源管理的特征和意义,然后以勘察企业为例,探索加快企业后备力量的培养、已有人力资源的配置、完善企业激励机制及营造一个优质高效企业团队.  相似文献   

7.
    
This article analyzes outsourcing from a knowledge-based perspective. We investigate how knowledge as an organizational resource and the capabilities to manage this knowledge affect the benefits of outsourcing. Our results indicate that the nature of the knowledge of the outsourced activity affects the success of outsourcing. We also analyze the way in which collaborative know-how (as a knowledge resource) and learning capability (as an organizational capability) affect outsourcing benefits. We then test the validity of this hypothesis by surveying organizations from the service sector. The results of the empirical study provide strong support for our assertion that knowledge management affects the results of outsourcing decisions.  相似文献   

8.
汪红丽 《价值工程》2005,24(8):19-22
战略管理和价值管理是管理的两大主题。战略管理对企业价值具有重要影响,同时战略和价值之间又有复杂的关系和机理。本文以服务业为例,试图建立起战略在企业价值中的核心地位,阐明战略价值化的涵义、逻辑以及与传统竞争优势之间的关系,在此基础上,给出战略价值管理与一般战略管理的区别。  相似文献   

9.
    
Recently Ramsay (Eur. J. Purchasing Supply Manage. 7 (4) (2001) 257) applied the resource-based view of the firm (RBV) to argue that purchasing is a largely irrelevant activity from a strategic management point of view. In this paper it is argued to the contrary since there is a wider theoretical base underlying strategic management, more recent developments in the RBV suggest that purchasing is indeed a strategic activity, and much empirical evidence demonstrates that purchasing and supply management contribute to sustainable competitive advantage. A systematic set of criteria is then put forward, which helps purchasing management researchers to assess whether studied phenomena have strategic impact.  相似文献   

10.
    
A key issue for strategic supply chain management research is whether purchasing can be a source of long‐term competitive advantage. Recent resource‐based works in strategic management suggest that purchasing cannot be a source of long‐term competitive advantage. In contrast, recent works in supply chain management suggest that purchasing can be such a source. This article explains why works in strategic management and supply chain management come to such radically different conclusions on purchasing strategy. Specifically, this article points out that the negative conclusion concerning purchasing strategy is derived from theories of competition based on the neoclassical, equilibrium economics research tradition. Therefore, the positive case for strategic purchasing needs to be grounded in a research tradition that provides a clean break from the neoclassical, equilibrium economics research tradition. The authors discuss the characteristics of what has come to be labeled “the resource‐advantage research tradition” and offer it as an appropriate grounding for purchasing strategy, in particular, and supply chain management, in general.  相似文献   

11.
文章用资源能力理论对我国出口加工型企业的资源优势基础进行了分析,探讨了以劳动力及自然资源为优势基础的我国出口加工企业,在竞争中难以形成持久的竞争优势的问题,阐述了继续走低成本策略将使企业限入更深的困境,而其本身资源能力并不具备形成差异化战略的可能。  相似文献   

12.
    
ABSTRACT

Building on the resource-based view (RBV) perspective, we analyse the combined effects of two highly-valued organizational resources, namely information technology (IT) capabilities and human resource management (HRM) capabilities, on the competitive performance of small and medium-sized enterprises (SMEs). Three resource configurations are derived from data on 227 SMEs (121 from the manufacturing sector and 106 from the industrial services sector) through a cluster analysis. These resource configurations are labelled IT Capabilities-dominant Configuration (ITC), e-Business Capabilities-dominant Configuration (e-BC), and HRM Capabilities-dominant Configuration (HRC). This last configuration is the best-performing, followed by the e-BC, with the ITC as the worst-performing. The results also show that manufacturing and service firms are very unevenly distributed within HRC and ITC configurations, suggesting notable differences between the two sectors regarding their respective IT and non-IT capability-building. The fact that service SMEs are overwhelmingly represented (93%) in the worst-performing configuration and completely absent (0%) in the most effective configuration while displaying the strongest IT infrastructure capabilities confirms that the IT productivity paradox is aggravated in service SMEs and calls for further research on this issue.  相似文献   

13.
    
We develop and test a dynamic model of co-specialized resources for competitive advantage. Using matched data from senior executives and human resource managers, we test the direct and interactive effects of high-performance human resource (HPHR) practices and organizational culture on firm performance. Although the HPHR practices were not an important influence on performance, our findings indicate that organizational culture can be a valuable resource for companies.  相似文献   

14.
随着信息技术的发展,企业价值的评估模型逐渐改变,并由传统强调实体资产转变为看不见的无形资产。文章旨在分析人力资源管理实务的价值链如何创造企业的竞争优势与价值,并以价值链模型为主,探讨企业人力资源管理实务的价值活动,同时分别从专业才能观点(Competency-Based Approach)与波士顿顾问群的BCG策略定位模型,建立企业策略与核心人力资源需求的关联模型,并进一步整合上述3种模型观点,提出人力资源管理决策模型的架构,建立人力资源管理策略评估模型,提供管理者对于人力资源管理决策的参考架构。  相似文献   

15.
    
The objective of this work is to conduct an empirical study that shows whether certain management and human resource factors influence the achievement of an environmental action-based competitive advantage in a company. To this end, we have taken a sample of 110 factories. Management's deep involvement and its strategic integration, as well as employee motivation and participation, have a positive impact on the achievement of an environmental action-based competitive advantage in a company.  相似文献   

16.
    
This article elaborates on extant literature on employee mobility by focusing on how the movement of personnel between competitors affects their competitive positions. Our mixed‐methods study of 402 head‐to‐head encounters from the English Premier League (2000–2005) reveals that transferred players improve the performance of the recipient team in head‐to‐head encounters against the donor. We also provide evidence that competitive arousal, as triggered by anger and pressures for proving loyalty to the recipient organization, as well as knowledge of the donor team's routines, explain the superior performance of transferred players. These results question the traditional view that organizational routines are not transferable through employee mobility. They also move beyond a prior emphasis on the negative effects of emotional states such as anger and competitive arousal, highlighting how these can occasionally be beneficial. © 2012 Wiley Periodicals, Inc.  相似文献   

17.
    
We know very little about how ethical climates are built and the potential role of a firm's HR system in facilitating the development of this resource. The resource‐based view (RBV) of the firm suggests that human resource systems directly influence a firm's performance through the development of resources that are deeply woven in a firm's history and culture. How this occurs though has not been thoroughly considered in the research literature. Drawing on the theoretical insights from the resource‐based view of the firm, this article explores how HR systems can foster the development and maintenance of five types of ethical climates. In so doing, this article improves our conceptual understanding of why ethical climates may be seen as having strategic value for firms and how HR systems may influence that value. In addition, it contributes to theory by extending the domain of the resource‐based view of the firm by exploring its integration with the varied types of ethical climates. © 2014 Wiley Periodicals, Inc.  相似文献   

18.
作为企业获取持续竞争优势的工具,人力资源管理在新经济时代面临着诸如经济全球化、社会知识化、信息网络化、人口城市化以及企业管理广泛变革等方面的挑战,从而使得战略性人力资源管理、全球化企业人力资源管理的趋势愈加明显,并引起了一些新的人力资源管理问题。我们清楚地看到:越来越多的企业重视人力资源管理,并开始全面提升企业的人力资源能力。本文通过问卷调查采集了31家企业集团的人力资源培训方面的数据,从人力资源培训政策、预算、培训时间、优先程度和培训原因、考核方法等方面分析了中国企业集团人力资源管理的现状。在此基础上,应用主因子分析方法对影响人力资源培训与开发的动因进行了研究,揭示了战略人力资源培训在中国企业集团成长中的作用和进一步发展的方向。  相似文献   

19.
刘劲飞 《价值工程》2010,29(7):51-53
人力资源在企业管理实践中具有基础性、全局性和重要性作用。陕北地区资源丰富,赋予该地区资源性企业得天独厚的优势,但资源总有枯竭的一天,企业要想避免"矿竭厂倒,井枯城空"的后果,需要加强企业人力资源管理与开发,塑造企业核心竞争力,这对于陕北资源性企业走可持续发展有重要意义。  相似文献   

20.
社会责任和企业战略是企业竞争优势和价值创造的来源,战略性企业社会责任的研究越来越受到学术界与企业界的关注。通过分析SCSR的内涵与边界、评价过程和价值实现,研究探讨SCSR的影响因素及其与企业价值实现之间的作用机理,分别从五个维度和四个层次分析SCSR的评价框架和实现企业价值的路径。企业只有将战略与CSR充分融合,选择适合企业的社会活动,才能从社会责任中获得竞争优势并实现企业价值。研究结论不仅完善了SCSR的相关理论,还为企业有效开展SCSR实践提供了理论支持。  相似文献   

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