Constructing an index for comparing human resources management sustainability in Europe

Assuming that a company's institutional context influences its sustainability approach and its human resources management (HRM), this article compares firms' sustainable HRM systems across countries. Despite the presence of a supranational government, different social models exist in Europe according to the level of social protection in each country. The article compares the engagement of companies with sustainable HRM across Europe and develops an index with which to compare HRM sustainability in countries that present significant institutional differences: Germany, Spain, Sweden, and the United Kingdom. The index is constructed based on a formative measurement model, which reflects the implementation levels of sustainable HRM in 106 western European firms. The index reveals significant differences between companies from the four countries and between liberal and coordinated market economies, indicating the need to address the impact of the national institutional context on firms' HRM sustainability.     

The relevance of pecking order hypothesis for the financing of computer software and biotechnology small firms: some UK evidence

This study explores the funding issues at the early stages of development of computer software and biotechnology small firms in the UK. This study reviewed previous relevant literature in this area and presents empirical evidence derived from an extensive online questionnaire survey. The sample contains a total of 83 small firms, which includes 41 biotechnology and 42 software firms. With regards to funding issues, we found that software firms reports more funding problems than the biotechnology firms. Software firms are fastest growing firms and goes through the early stages of development quicker than the biotechnology firms. With regards to the sources of funding the evidence shows that biotechnology small firms mainly use venture capital finance whilst the main source of funding for the software firms are personal savings and house mortgage/re-mortgage. On the one hand, software firms seem to follow the pecking order hypothesis whilst financing their business growth and development. On the other hand, the pecking order hypothesis may not be fully followed by the biotechnology small firms. However, both software and biotechnology small firms report difficulties in securing equity finance. Software firms are financially constrained not only due to the supply side financial constraints but also by the demand side financial constraints.     

Knowledge Networks and Careers: Academic Scientists in Industry–University Links*

abstract Careers are central to our understanding of the knowledge creation dynamics of network organizations. Based on the example of R&D project collaboration between firms and universities, this paper examines the emerging forms of career models that support knowledge flows between organizations. It explores how some large firms in the high‐technology sectors have sought to break away from the limitations of internal R&D and firm‐based careers for scientists by engaging in external collaborative projects to gain access to the open knowledge networks of university researchers. It examines how the firms seek to forge close institutional ties with their university partners and develop network career structures in order to engage academic scientists in joint knowledge production. It argues that firms have sought to extend their human resource and knowledge boundaries into the established internal labour markets of the universities with which they collaborate, leading to the formation of a pool of joint human resources with work experiences and career patterns straddling the two sectors. The paper develops the concept of an ‘overlapping internal labour market’ to provide a conceptual bridge between internal labour markets and network organizations.     

Understanding 'individualization' in human resource management: the case of 'skill-based pay' in France

'Individualization' in personnel practices has long been considered as an essential component of 'modern' human resources management, but the empirical complexities of its definition, implementation and impact within firms have not been analysed in considerable depth. This paper adds to this analysis by reporting on research into one form of individualization - 'skill-based pay' - adopted in different sectors in France. The crucial institutional context for this adoption is explained and then it is shown how different models of skill-based remuneration have emerged as a result of both sectorial contingencies and specific industrial relations processes.     

Which model of technology transfer for nanotechnology? A comparison with biotech and microelectronics

Nanotechnologies are often presented as breakthrough innovations, where technology transfer and knowledge-bridging will play a pivotal role in the industrial dynamics. This article investigates the model of knowledge transfer in the nanotechnologies in depth, by comparing it with the models of two recently emerged technologies: biotech and microelectronics. Our results show that the nanotechnology transfer model is very different from that involved in biotechnology evolution: while small–medium firms play a valuable technology-bringing role, the central function of “translating” new knowledge between public research and industry is carried by the larger firms, just as it was in the early stages of the microelectronics sector. These results suggest that specific policy initiatives to facilitate biotech's transfer are inappropriate to boost the diffusion of nanotechnology.     

Human Resources Management Practices in China

Abstract

Based on a survey of 308 firms in China, this paper compares the human resource management practices of Township and Village Enterprises (TVEs) with the Sino-foreign joint ventures (SFJVs) formed between TVEs and foreign firms. Systematic differences in employment practices are found in recruiting, educational qualifications of top management, training, benefits, and the role of unions in enterprise management. These differences are consistent with the predictions of institutional theory. Results are discussed in terms of implications for future research and management of enterprises in China.     

Common institutional ownership and corporate misconduct

This paper explores the relationship between common institutional ownership and corporate misconduct. Empirical evidence indicates that common institutional blockholders (institutional blockholders with multiple blockholdings), with advantages in information, experience and resources, can effectively inhibit corporate misconduct. Furthermore, the inhibitory effect is stronger in firms prone to commit misconduct. Empirical results also support the role of state blockholders with multiple blockholdings and common institutional blockholders with high ownership proportions in restraining corporate misconduct. This paper contributes to the heated debate on the economic implications of common ownership and provides additional evidence for the role of common blockholders in Chinese capital markets.     

Institutionalizing technoscience: Post-genomic technologies and the case of systems biology

Somewhat counter-intuitively, new drug development productivity has fallen at major pharmaceutical companies during the period of swift growth in scientific know-how during the last two decades. After substantial hype, genomics has been complemented by post-genomic technologies serving as the new hope for the future in terms of producing new therapies. Such post-genomic technologies, including systems biology and other biocomputational and bioinformatics approaches, are embedded in institutional logics both drawing on shared or idiosyncratic enactments of historical conditions and expectations for the future. This paper reports on a study based on interviews with scientists at a major pharmaceutical company, three biotechnology firms, and two academic research universities, suggesting that technoscientific approaches and frameworks are embedded in rhetoric advancing institutional logics constituting the organizing principles that shape the behavior of the actors in a field. Such rhetoric consists of narratives combining accounts of practices and their merits and shortcomings, beliefs, professional ideologies, and historical accomplishments.     

Are firms with state ownership greener? An institutional complexity view

This study investigates the role of state ownership in green innovation from the institutional complexity viewpoint. We posit that state ownership can be characterised by two seemingly competing logics: institutional logic, which emphasises that firms with state ownership can acquire resources to promote innovation; and efficiency logic, which states that firms with state ownership have low resource utilisation effectiveness. On the basis of the integration of both views, we suggest a U‐shaped curvilinear relationship between state ownership and green innovation. Data from Chinese listed firms from 2003 to 2015 confirm our hypothesis. Moreover, we also find two macro‐level contingencies that moderate this relationship: regional innovation readiness and industrial competition. The U‐shaped relationship between state ownership and green innovation is more pronounced when regional innovation readiness and industrial competition are higher. This study advances previous research on environmental innovation by arguing that state ownership is characterised by institutional complexity rather than being a monolithic construct.     

CONTINUITIES IN HUMAN RESOURCE PROCESSES IN INTERNATIONALIZATION AND DOMESTIC BUSINESS MANAGEMENT

Internationalization is often seen as posing distinctive human resource problems that are difficult to overcome. This paper takes an alternative approach by considering the processes by which firms, large and small, internationalize and the way they sustain overseas activity at different stages of their internationalization. It does so by reference to six challenges faced by firms in the course of internationalization. the result is to highlight continuities and regularities between international human resource management and the creation of an effective domestic organization, along with common underlying processes and skills centred on networking, teams and organizational learning.
It is argued that this shifts attention from the specific tasks of the human resources function to more broadly defined human resource activities and processes which affect the growth of firms internationally. Secondly, it helps firms to think more positively about becoming international and to address relevant skills. Thirdly, it identifies appropriate activities, tasks and situations that business schools need to provide as part of an international management education.
However, the paper also recognizes that internationalization involves specific differences between domestic and international business management. A number of these are rooted in country-specific institutional factors which human resource management, the function, has to address. While processes may be common, knowledge is context-bound.     

Financial bootstrapping and venture development in the software industry

Access to finance has been identified as a significant constraint on the development of technology-based businesses. Although important, institutional venture capital and business angel finance are used by only a small proportion of new and growing ventures. The role of bootstrapping – defined here as access to resources not owned or controlled by the entrepreneur – has been largely overlooked in studies of small firm financing. This paper redresses this omission by analysing the role and importance of bootstrapping in product development and business development in the independently-owned software industry. Results from two regions of the UK – Northern Ireland and South East England – are compared with equivalent data from the USA (Massachusetts). Overall, bootstrapping techniques are less extensively used in the Northern Ireland industry than in South East England, and in both regions bootstrapping is less common than in Massachusetts. This may account for the smaller employment size, growth profile and stronger service/consulting orientation of these firms. Moreover, there appear to be considerable variations in the use of bootstrapping. Larger firms tend to make more use of bootstrapping for product development, and consider it more important than do smaller firms, who more highly value business development-related bootstrapping. Small firms are also more likely to use and value cost-reducing bootstrapping techniques, whereas larger firms make more use of the exploitation of value-chain based relationships.     

Bargaining power in alliance governance negotiations: evidence from the biotechnology industry

Alliance partners negotiate how they will govern their alliance. This study shows bargaining power, not just efficiency considerations, influences the outcome of this negotiation. Whereas previous research on this phenomenon associates bargaining power with firm size, this study employs more nuanced measures of bargaining power applicable to biotechnology firms while controlling both absolute and relative firm size. We find small biotechnology firms with partners that are over five times larger can still have the bargaining power to get their interests met when the two parties have opposing governance interests.     

Characterising human resources management practices in Portugal: an empirical analysis

The importance of human resources as a fundamental channel towards the competitiveness and sustainability of firms is now theoretically unchallenged. This article provides an overall characterisation of the main human resources management (HRM) practices implemented in Portugal and compares them with the benchmark models proposed in the literature.

To evaluate the degree to which HRM practices diverge from these benchmark models, this article relies on the analysis of five criteria: i) How do the main HRM practices fit the existing management models (familiar, professional or mixed); ii) How does the HRM conform to a work organisation of the matricial type; iii) To identify whether the role of HRM is essentially administrative or strategic; iv) To identify where the responsibility for HRM lies within the firms operating in Portugal; and v) To characterise the relation between HRM and work organisation in Portugal.

Drawing on a representative sample of firms operating in Portugal, we identify three clusters that allow us to characterise and analyse the stylised HRM practices implemented in Portugal (network-based, familiar-based or bureaucratised). Results show contrasting management patterns, which can be interpreted as different stages of evolution in terms of HRM practices in Portugal.     

Corporate Ecological Responsiveness: Antecedent Effects of Institutional Pressure and Top Management Commitment and Their Impact on Organizational Performance

Institutional theory argues that conformity to institutional pressure enhances the survival probability of organizations. Two key limitations of institutional theory have been proposed in recent literature: one, that it ignores the role of top management, and two, that it focuses only on survival as a benefit to the exclusion of more strategic benefits such as growth and profitability. In this research, we build a conceptual model that addresses both of these limitations in the context of institutional pressure on organizations to behave more responsibly vis‐à‐vis the natural environment. Results from a survey of 199 manufacturing firms show that the relationship between institutional pressure and corporate responsiveness to the pressure (i.e. corporate environmental responsiveness) is enhanced when top management commitment to the environment is high. Moreover, results show that organizational conformity to institutional pressure enhances the strategic benefits that organizations receive. Copyright © 2011 John Wiley & Sons, Ltd and ERP Environment.     

Innovation,external technical linkages and small firm commercial performance: an empirical analysis from Western New York

This paper examines the role of external service linkages in the innovation and market peformance of small manufacturing firms (SMFs). Survey data from a technological cross-section of 146 Western New York SMFs are summarized. The data suggest a helpful role for consultants in the product development efforts of innovative firms, especially those that serve foreign export markets. Several multiple discriminant models are presented, each of which suggests an interactive connection between SMF commercial performance, externa) technical links, innovation propensity and in-house R&D. It is argued that innovative SMFs that exploit specialized technical services perform significantly better than comparably sized firms that rely solely on in-house resources. It is also argued that the quality of a region's producer service environment may have a significant bearing on the growth potential of its SMF population. The paper concludes by discussing the main academic and public policy implications that flow from the empirical results.     

High-investment HR values and firm performance among local firms and U.S. MNCs’ subsidiaries in South Asia: a comparative study

Grounded in institutional theory, this study investigates the differential adoption and internalization of high-investment human resource (HR) values by local companies and by subsidiaries of US firms located throughout South Asia; and the impact of these HR values on firms’ performance. In line with our predictions, results suggest that US subsidiaries have a greater rate of adoption of high-investment HR values compared to local South Asian firms. Contrary to our predictions, however, both types of firms are similar in the level of internalization of their respective HR values. Finally, while greater levels of high-investment HR value adoption is associated with firm performance across the board, this relationship tends to be stronger for US MNCs’ subsidiaries compared to local South Asian companies. Theoretical and practical implications for the transfer and diffusion of high-investment HR values in institutionally and culturally distant contexts are discussed.     

Integrating sustainable development in the supply chain: The case of life cycle assessment in oil and gas and agricultural biotechnology

It is widely accepted that firms play an important stewardship role in addressing sustainable development concerns. A key challenge in this role is to balance the often conflicting pressures created by sustainable development—firm-level economic performance versus environmental degradation and social disruption. Drawing on complexity theory, risk management, stakeholder theory and the innovation dynamics literature, we discuss the problems of integrating sustainable development concerns in the supply chain, specifically the applicability of life cycle assessment (LCA). Many authors have emphasized the importance of the “cradle to grave” approach of LCA in optimizing closed-loop supply chains, improving product design and stewardship. Based on two case studies (an agricultural biotechnology and an oil and gas company) with supporting data collected from key stakeholders, we argue that sustainable development pressures have increased complexities and presented ambiguous challenges that many current environmental management techniques cannot adequately address. We provide a framework that addresses these deficiencies and discuss implications for practitioners and management theory.     

基于制度创新的旅游企业战略联盟优势——以广州岭南国际企业集团为例

基于制度创新和战略联盟理论,以广州岭南国际企业集团为例,研究了战略联盟作为制度创新的一种方式给联盟企业带来的优势.这些优势主要表现为提高联盟内企业的竞争力和在企业间进行资源共享与相互学习.     

An empirical test of stakeholder influence strategy models: evidence from business downsizing in Taiwan

Frooman's model of stakeholder influence strategies uses levels of resource dependence to determine the power of stakeholder influence. Our study provides initial empirical tests of his model applied in business downsizing. Data from 18 recently downsized firms in Taiwan, including nine multinational corporations (MNCs), were plotted against the Frooman model. We found that resource-dependence alone as Frooman theorized could not explain the influence strategies that stakeholders (in this case the employees) took in response to firms' downsizing decisions. Further investigation revealed that the institutional factors had a significant effect on how firms structured their downsizing initiatives and hence changed the way the employees reacted to firm decisions. We proposed a new model using both resource-dependence and institutional legitimacy as determinants of stakeholder influence strategy and suggested relationships between these determinants and stakeholder actions. This proposed model has profound research implications for the strategic stakeholder theory, as well as practical implications for human resource management.     

National policies towards biotechnology

The ‘new biotechnology’ is still a very young technology - half-in, half-out of the research laboratory. This paper surveys the policies that have been emerging towards this new technology from six governments - those of the United States, Japan, the United Kingdom, France, West Germany and the Netherlands. It suggests that the publicity ‘hype’ associated with the new biotechnology firms of the U.S., and the naming of biotechnology as a ‘next generation base technology’ by the Japanese government, together played a seminal role in pressurising governments into a positive policy stance. Looking across national policies, eight common characteristics of policy are identified: substantial support for basic research; increasing emphasis on applied research; expansion of traditional policies for supporting R & D; a new emphasis on linkage between academic and industrial research; gradual convergence towards corporatist or quasi-corporatist policies; the popularity of the collaborative approach; the promotion of small firms and the venture capital market; concern with the regulatory environment.