A theoretical framework contrasting the resource-based perspective and the knowledge-based view

The purpose of this paper is to explore the relationship between the two most important perspectives of the firm, the RBV and the KBV, by examining the relative impact of firmspecific assets and knowledge capabilities on the firm’s competitive advantage. A composite model is proposed which elaborates upon both perspectives causal logic with respect to the conditions relevant for the firm success.peer-reviewe

The mediating effect of the knowledge management process to the firm’s performance : a resource-based view

The purpose of this paper is to explore the relationship between the two most important perspectives of the firm, the RBV and the KBV, by examining the relative impact of firmspecific assets and knowledge capabilities on the firm’s competitive advantage. A composite model is proposed which elaborates upon both perspectives causal logic with respect to the conditions relevant for the firm success. Empirical findings suggest that firm-specific assets and knowledge capabilities effects are both important determinants of the firms’ performance. Moreover, the findings suggest that knowledge capabilities behave like dynamic capabilities leading to the continuous improvement-renewal of the firm-specific resources and capabilities which, in turn, affect performance directly or indirectly through their effect on strategy configuration.peer-reviewe

Knowledge management enabler factors and firm performance : an empirical research of the Greek medium and large firms

Knowledge has become one of the most important driving forces for business success. Knowledge management helps organizations to find, select, organise, distribute, and transfer vital information. Through a successful knowledge management (KM) organizations improve their effectiveness and gain competitive advantage. The development of KM has led to the need of identifying its critical success factors. This study identifies and discusses the critical success factors or enablers that determine the KM effectiveness within organizations, which in turn influence the total performance of the firm. Based on existing frameworks and models, this study outlines the five most important factors that are believed to be critical for an effective KM implementation. This paper also investigates the effect of knowledge management effectiveness on firm performance. The proposed research model is tested via an online survey sent to 280 medium and large sized enterprises, randomly selected, all over Greece; from those only 109 answered the questionnaire correctly. The results of the study will help organizations to understand the impact that different enablers have on the KM successful implementation and how the effectiveness of KM affect firm performance.peer-reviewe

Service quality in local government and its effect on citizen satisfaction: The case of the Division of Transportation and Communications of the Regional Unit of Kavala in the region of Eastern Macedonia and Thrace, Greece

Purpose: This study aims to assess the degree of satisfaction regarding service quality provided by the Transportation and Communications Division of the Regional Unit of Kavala, Greece. The main purpose of the study is accomplished through the development and the empirical testing of a conceptual framework. Design/methodology/approach: The present study adopted the SERVQUAL approach (model). The proposed conceptual framework was tested on a random sample of citizens visiting the Transportation and Communications Division of the Regional Unit of Kavala, Greece for personal affairs. The final sample consisted of 302 citizens. The reliability and the validity of the questionnaire were thoroughly examined. Empirical data were analyzed using the “Structural Equation Modelling” (SEM) technique. The present study is empirical, explanatory, deductive and, mainly quantitative. Findings: Empirical results indicate a moderate performance of service quality for the division in all dimensions of the SERVQUAL model. This does not appear to cause discontent among citizens, but certainly, it also does not provide any satisfaction. Regarding the examination of the conceptual framework, all dimensions impact citizen satisfaction with the exception of Reliability. Empathy seems to be a crucial factor in satisfaction. A revised conceptual framework is proposed with new indirect relationships. The explanatory power of the revised research model is extremely satisfying, quite accurately describing the determinants of citizen satisfaction regarding the services offered by the Division of Transportation and Communications of the Regional Unit of Kavala, Greece. In the revised conceptual framework, the dimensions of SERVQUAL model are not independent, since the four dimensions that have a statistically significant effect on Satisfaction (Empathy, Responsiveness, Tangibles and Reliability) form a network of relations and interdependencies. Research limitations/implications: A limitation stemming from the implemented methodology is the use of self-reported scales for the measurement of the six research factors. Moreover, the empirical research (survey) is focused on one organization and, therefore, offers relatively limited generalizability. Originality/value: Very few studies have utilized the SERVQUAL approach in the context of an explanatory research in the public sector or public services

The effect of ethical leadership and leadership effectiveness on employee’s turnover intention in SMEs : the mediating role of work engagement

Purpose: The purpose of the present study is to examine the impact of ethical leadership and leadership effectiveness on employee’s turnover intention in SMEs, with an emphasis on the mediating role of work engagement. Design/Methodology/Approach: A quantitative approach was used. In particular, a research model has been empirically tested, using primary data collected from SMEs employees in two different countries. Findings: Ethical leadership and leadership effectiveness play an important role in predicting turnover intention. Moreover, work engagement mediates the relationship between ethical leadership, leadership effectiveness and turnover intention. Practical Implications: Α leadership approach which is both ethical and effective at the same time is more likely to create a productive, ethical and trusting work climate, conducive to the work engagement of employees and, therefore, reduce turnover. Originality/value: The role of ethical leadership and leadership effectiveness as well as work engagement on employee turnover in SMEs is currently under-researched.peer-reviewe

Retention of Generation Y employees through high performance work systems, change management and employee engagement

PURPOSE: The aim of the present paper is to examine high skilled Generation Y employee retention in knowledge-intensive services by focusing on various effects of high-performance work systems (HPWS), change management practices and employee engagement.DESIGN/METHODOLOGY/APPROACH: A research model is proposed which investigates the causal effects between the above factors. Data were collected from 499 employees in six European countries who are between 21 and 40 years old with at least a higher education degree.FINDINGS: Empirical findings revealed that high-performance work systems and change management practices have a direct positive impact on the engagement of highly skilled employees that belong to Generation Y, which in turn influences their intention to stay in the same company. Moreover, the impact of HRM on turnover intention is both direct and indirect (mediated through employee engagement). The negative impact of high-performance work systems on turnover intention was also highlighted by the empirical results. Finally, the significant mediating role of employee engagement is underlined, since it mediates the impact of high-performance work systems and change management practices on turnover intention.PRACTICAL IMPLICATIONS: HR professionals in knowledge-intensive services should take into consideration that they can effectively retain their high skilled ‘Generation Y’ employees by enhancing their abilities, increasing their motivation, and providing them with opportunities to participate in the decision-making process while at the same time support them with managing change.ORIGINALITY/VALUE: A central issue in this line of research refers to the limited empirical examination regarding talented employees in knowledge-intensive services, mainly in European countries.This research is carried out/funded in the context of the project “Talent retention in the era of change and knowledge: enhancing employee engagement” (MIS 5048310) under the call RESEARCH SUPPORT WITH EMPHASIS ON YOUNG RESEARCHERS PHASE B. The project is co-financed by Greece and the European Union (European Social Fund-ESF) by the Operational Programme “Human Resources Development, Education and Lifelong Learning 2014-2020”.peer-reviewe

Management Control Systems and Strategy: A Resource based Perspective. Evidence from Greece

Purpose: The purpose of this paper is to empirically examine from the resource-based perspective, the relationship between the use of management control systems (MCS) and organisational capabilities in the Greek context. Design/Methodology/Approach: The study follows Henri's (2006) methodology and explores the relationships between the diagnostic and interactive uses of performance measurement systems (PMS) and the five capabilities (e.g. market orientation, organisational learning, entrepreneurship, innovativeness and market responsiveness) leading to strategic choice. Structural equation modelling represents the relationships between the variables and data collected from the survey, which was analysed as a statistical tool with AMOS. Findings: Results revealed that diagnostic use of PMS negatively influence only the organisational learning, while the interactive use positively interacts with most of the capabilities. Research limitations/implications: This study can be further extended by incorporating more factors in the proposed model, such as environmental uncertainty, size and organisational culture, and examine their possible effect on the relationship between PMS uses, organisational capabilities and performance. Originality/Value: There is no similar empirical research in the context of Greece

The impact of HRM practices on operational performance and the creation and utilization of knowledge

Over the past several years, an increasing amount of attention has been given to the role of human resource management (HRM) in contemporary organizations. Justifying its value to the firm was the primary concern of most academics and practitioners. The emergence of numerous empirical studies, examining the impact of different HRM practices on organizational performance, supports this claim. However, besides the quantity and variety of these studies, minimum attention has been given to the conception or understanding of the mechanisms through which HRM practices influence performance. This study attempts to explore the processes through which the adoption and use of HRM practices affect organizational performance. Therefore, a new, composite model, called “best HRM practices system” is proposed. This model empirically examines the relationships between best human resource management practices, knowledge management, organization learning and organizational capabilities, as well as their impact on organizational performance. To carry out this research a survey research strategy was followed. The sample frame for this study consisted of Greek firms that belong to the secondary (manufacturing-construction) and tertiary (services and commerce) sectors, which employ at least 50 employees. The final research sample was consisted of 138 questionnaires from the secondary sector and 242 questionnaires from the tertiary sector. Descriptive statistics as well as Structure Equation Modeling (SEM) techniques were used to analyze the data. The results propose an answer to “how” best human resource management practices can influence performance. It is indicated that Greek firms in the secondary and tertiary sectors, pursuing best HRM practices achieve higher performance through the interaction of these practices with knowledge management and organisational learning capability and the creation of organisational capabilities.Τα τελευταία χρόνια, έχουν πραγματοποιηθεί εκτενείς συζητήσεις σχετικά με τον ρόλο της διοίκησης ανθρωπίνων πόρων ( ΑΠ) στους σύγχρονους οργανισμούς. Η αιτιολόγηση της πραγματικής συνεισφοράς της ΑΠ στον επιχειρηματικό στίβο έχει αποτελέσει βασικό μέλημα για πολλούς ακαδημαϊκούς και ερευνητές. *ς εκ τούτου, είχαν πραγματοποιηθεί πλήθος εμπειρικών μελετών, οι οποίες εξέτασαν την επίδραση διαφορετικών πρακτικών της ΑΠ στην συνολική απόδοση των επιχειρήσεων. *στόσο, παρόλο τον αριθμό και την ποικιλία αυτών των μελετών, ελάχιστη προσοχή έχει δοθεί μέχρι σήμερα στην κατανόηση των συγκεκριμένων μηχανισμών μέσω των οποίων αυτές οι πρακτικές επηρεάζουν την απόδοση. Σκοπό της παρούσας έρευνας αποτελεί η διερεύνηση των διαδικασιών που μεσολαβούν ανάμεσα στην εφαρμογή και χρήση των πρακτικών της ΑΠ και της οργανωσιακής απόδοσης. Στα πλαίσια αυτά, η παρούσα μελέτη προτείνει ένα νέο ολοκληρωμένο μοντέλο, το οποίο ονομάζει «σύστημα άριστων πρακτικών» της ΑΠ. Το μοντέλο αυτό διερευνά εμπειρικά την σχέση ανάμεσα στις άριστες πρακτικές της ΑΠ, στην διαχείριση γνώσης, στην οργανωσιακή ικανότητα μάθησης, στις οργανωσιακές ικανότητες όπως επίσης και την επιρροή όλων αυτών στην οργανωσιακή απόδοση. Σαν ερευνητική στρατηγική της έρευνας ακολουθήθηκε εκείνη της δημοσκόπησης. Πεδίο έρευνας της διατριβής αποτέλεσαν οι δύο από τους τρεις οικονομικούς τομείς της ελληνικής οικονομίας, ο δευτερογενής (μεταποίηση-κατασκευές) και ο τριτογενής (εμπόριο-υπηρεσίες) με επιχειρήσεις που απασχολούν πάνω από 50 εργαζόμενους. Το τελικό δείγμα της έρευνας περιέχει 138 ερωτηματολόγια για τον δευτερογενή και 242 ερωτηματολόγια για τον τριτογενή τομέα. Για την ανάλυση των δεδομένων και την εξαγωγή των αποτελεσμάτων χρησιμοποιήθηκαν τόσο τεχνικές απλής περιγραφικής στατιστικής, όσο, κυρίως, τεχνικές πολύμεταβλητής ανάλυσης. Τα αποτελέσματα της έρευνας προτείνουν μια απάντηση στο «πώς» οι άριστες πρακτικές της ΑΠ επηρεάζουν την απόδοση των επιχειρήσεων. Όπως υποδεικνύεται οι ελληνικές επιχειρήσεις, τόσο του δευτερογενή όσο και τριτογενή τομέα που εφαρμόζουν τις άριστες πρακτικές της ΑΠ επιτυγχάνουν αυξημένες αποδόσεις μέσω της αλληλεπίδρασης αυτών των πρακτικών με την διαχείριση γνώσης, την οργανωσιακή ικανότητα μάθησης και την ανάπτυξη οργανωσιακών ικανοτήτων

A Theoretical Framework Contrasting the Resource-Based Perspective and the Knowledge-Based View

The purpose of this paper is to explore the relationship between the two most important perspectives of the firm, the RBV and the KBV, by examining the relative impact of firm-specific assets and knowledge capabilities on the firm’s competitive advantage. A composite model is proposed which elaborates upon both perspectives causal logic with respect to the conditions relevant for the firm success.resource-based view, knowledge-based view, knowledge management