Peeling Back the Onion Competitive Advantage Through People: Test of a Causal Model

Proponents of the resource-based view (RBV) of the firm have identified human resource management (HRM) and human capital as organizational resources that can contribute to sustainable competitive success. A number of empirical studies have documented the relationship between systems of human resource policies and practices and firm performance. The mechanisms by which HRM leads to firm performance, however, remain largely unexplored. In this study, we explore the pathways leading from HRM to firm performance. Specifically, we use structural equation modeling to test a model positing a set of causal relationships between high performance work systems (HPWS), employee retention, workforce productivity and firm market value. Within a set of manufacturing firms, results indicate the primary impact of HPWS on productivity and market value is through its influence on employee retention

HRM and Firm Productivity: Does Industry Matter?

Recent years have witnessed burgeoning interest in the degree to which human resource systems contribute to organizational effectiveness. We argue that extant research has not fully considered important contextual conditions which moderate the efficacy of these practices. Specifically, we invoke a contingency perspective in proposing that industry characteristics affect the relative importance and value of high performance work practices (HPWPs). We test this proposition on a sample of non-diversified manufacturing firms. After controlling for the influence of a number of other factors, study findings support the argument that industry characteristics moderate the influence of HPWPs on firm productivity. Specifically, the impact of a system of HPWPs on firm productivity is significantly influenced by the industry conditions of capital intensity, growth and differentiation

If I Share What I Know, Will You Listen? The Role of Personality and Rewards in Information Sharing and Group Decision Making

The authors examine underlying motivations for individuals to share information during a group decision making exercise. Focusing on two specific types of motivation: epistemic and prosocial, the study looks at both innate tendencies towards information sharing and the effect of a particular situational cue: group performance-based pay. Using a model called “Motivated Information Processing in Groups” (MIPG), the study examines the effect of group rewards on individual motivations to share unique information (prosocial motivations), as well the groups’ overall motivation to listen, consider, and deeply process that information (epistemic motivations). The authors find that, while some people are innately prone to sharing information and cooperating with others, group performance-based pay can act as a “substitute”; thereby spurring less cooperative and less interested people to effectively participate in the group decision making process. Implications from the study suggest that managers can either a) carefully construct the composition of decision-making teams or b) structure situational cues, such as reward packages, in such a way to encourage and facilitate optimal group decision making outcomes

High performance work systems, workforce productivity, and innovation: a comparison of MNCs and indigenous firms

Previous research has reported conflicting results on whether or not foreign-owned firms diverge from indigenous firms with respect to their human resource policies and practices. Set in the dynamic, globalized economy of the Republic of Ireland, this study examines the relative use of high performance work systems (HPWS) by foreign-owned versus Irish-owned firms. We also investigate the implications of HPWS use for organizational effectiveness. Results suggest substantial differences associated with country of ownership. Relative to Irish-owned firms, foreign-owned firms report higher HPWS utilization and higher rates of workforce productivity and innovation. Results suggest that the relationship between country of ownership and organizational effectiveness is mediated by the use of HPWS

Unions and the Adoption of High Performance Work Systems: Does Employment Security Play a Role?

This is the publisher's version, also available electronically from http://ilr.sagepub.com.Previous research on the association between unionization and the adoption of high performance work systems (HPWSs) has yielded inconsistent results. Using data from a 2004 multi-industry survey of firms operating in the Republic of Ireland, the authors examine the relationship between employee union membership rates and relative use of HPWSs. They also test arguments that employment security may affect the receptiveness of unions to such HR practices. The results indicate that as union representation increased, there was a significant decrease in the use of high performance work systems. Evidence also suggests that providing employment security significantly ameliorated this negative impact

Exploring the antecedents of green human resource management: A path dependence perspective

Green HRM (GHRM) delineates organizations’ efforts to address environmental concerns. However, the current research has not thoroughly investigated the antecedents of GHRM. Moreover, the internal structure of GHRM remains unclear, further limiting our understanding of firms’ different approaches to GHRM adoption. Using a sample of Spanish firms, our first study revealed GHRM to be a two-dimensional construct, with one bundle of practices emphasizing employer branding and another bundle emphasizing employee green performance. In our second study, we draw upon path dependence theory to examine the relationship between the use of high-performance work systems (HPWS) and GHRM adoption using a sample of Spanish plants in highly polluting sectors. We further examine how a plant’s green strategy and industry emissions serve as contingencies influencing the relative adoption emphasis on the two GHRM bundles. Our findings suggest that the adoption of GHRM is influenced by HPWS coupled with their strategic and institutional context

Aquilegia, Vol. 26 No. 1, January-February 2002: Newsletter of the Colorado Native Plant Society

https://epublications.regis.edu/aquilegia/1091/thumbnail.jp

Partnership, high performance work systems and organizational effectiveness

Using data gathered from 132 organizations operating in Ireland, we examined the impact of high performance work systems (HPWS) and partnership on firm-level performance. Our results reveal that HPWS and partnership practices are positively associated with labour productivity, workplace innovation and negatively associated with voluntary turnover. More specifically, both HPWS and partnership are positively associated with labour productivity and employee retention, and the positive relationship between partnership and workplace innovation is mediated by HPWS

The interRAI CHESS Scale is Comparable to the Palliative Performance Scale in Predicting 90-day Mortality in a Palliative Home Care Population

Background: Prognostic accuracy is important throughout all stages of the illness trajectory as it has implications for the timing of important conversations and decisions around care. Physicians often tend to over-estimate prognosis and may under-recognize palliative care (PC) needs. It is therefore essential that all relevant stakeholders have as much information available to them as possible when estimating prognosis. Aims: The current study examined whether the interRAI Changes in Health, End-Stage Disease, Signs and Symptoms (CHESS) Scale is a good predictor of mortality in a known PC population and to see how it compares to the Palliative Performance Scale (PPS) in predicting 90-day mortality. Methods: This retrospective cohort study used data from 2011 to 2018 on 80,261 unique individuals receiving palliative home care and assessed with both the interRAI Palliative Care instrument and the PPS. Logistic regression models were used to evaluate the relationship between the main outcome, 90-day mortality and were then replicated for a secondary outcome examining the number of nursing visits. Comparison of survival time was examined using Kaplan-Meier survival curves. Results: The CHESS Scale was an acceptable predictor of 90-day mortality (c-statistic = 0.68; p \u3c 0.0001) and was associated with the number of nursing days (c = 0.61; p \u3c 0.0001) and had comparable performance to the PPS (c = 0.69; p \u3c 0.0001). The CHESS Scale performed slightly better than the PPS in predicting 90-day mortality when combined with other interRAI PC items (c = 0.72; p \u3c 0.0001). Conclusion: The interRAI CHESS Scale is an additional decision-support tool available to clinicians that can be used alongside the PPS when estimating prognosis. This additional information can assist with the development of care plans, discussions, and referrals to specialist PC teams

Emerging Technologies and Approaches for In Situ, Autonomous Observing in the Arctic

Understanding and predicting Arctic change and its impacts on global climate requires broad, sustained observations of the atmosphere-ice-ocean system, yet technological and logistical challenges severely restrict the temporal and spatial scope of observing efforts. Satellite remote sensing provides unprecedented, pan-Arctic measurements of the surface, but complementary in situ observations are required to complete the picture. Over the past few decades, a diverse range of autonomous platforms have been developed to make broad, sustained observations of the ice-free ocean, often with near-real-time data delivery. Though these technologies are well suited to the difficult environmental conditions and remote logistics that complicate Arctic observing, they face a suite of additional challenges, such as limited access to satellite services that make geolocation and communication possible. This paper reviews new platform and sensor developments, adaptations of mature technologies, and approaches for their use, placed within the framework of Arctic Ocean observing needs