HRM, organizational capacity for change, and performance: a global perspective

This special issue brings together a variety of articles, each one enriching understanding about whether and how human resource management (HRM) influences organizational performance (however defined) against a backdrop of complex change. We present a preliminary framework that enables us to integrate the diverse themes explored in the special issue, proposing a mediating role for organizational change capacity (OCC). OCC represents a particular subset within the resource- based literature labeled as “dynamic capabilities.” Although not well researched, there is evidence that OCC is positively associated with firm performance and that this relationship is stronger given conditions of high uncertainty. Our framework reflects on external and internal parameters, which we suggest moderate the relationship between human resource management (HRM), OCC, and organizational performance. Our intention is to provide compelling insight for both practitioners and researchers, especially those whose remit extends beyond national boundaries, with reference to areas of the globe as disparate as Greece, Ireland, Pakistan, Switzerland, and the United Kingdom

The sources of management innovation: when firms introduce new management practices

Management innovation is the introduction of management practices new to the firm and intended to enhance firm performance. Building on the organizational reference group literature, this article shows that management innovation is a consequence of a firm's internal context and of the external search for new knowledge. Furthermore the article demonstrates a trade-off between context and search, in that there is a negative effect on management innovation associated with their joint occurrence. Finally the article shows that management innovation is positively associated with firm performance in the form of subsequent productivity growth

Social Cohesion, Structural Holes, and a Tale of Two Measures

EMBARGOED - author can archive pre-print or post-print on any open access repository after 12 months from publication. Publication date is May 2013 so embargoed until May 2014.This is an author’s accepted manuscript (deposited at arXiv arXiv:1211.0719v2 [physics.soc-ph] ), which was subsequently published in Journal of Statistical Physics May 2013, Volume 151, Issue 3-4, pp 745-764. The final publication is available at link.springer.com http://link.springer.com/article/10.1007/s10955-013-0722-

The multi-layered nature of the internet-based democratization of brand management

The evolution of the internet, including developments such as Web 2.0, has led to new relationship realities between organizations and their stakeholders. One manifestation of these complex new realities has been the emergence of an internet-based democratization of brand management. Research about this phenomenon has so far mainly focused on investigating just one or more individual themes and thereby disregarded the inherent multi-layered nature of the internet-based democratization of brand management as a holistic, socio-technological phenomenon. The aim of this paper is to address this limitation through an investigation of the various socio-technological democratization developments of the phenomenon. To achieve this aim, a balanced and stakeholder-oriented perspective on brand management has been adopted to conduct an integrative literature review. The review reveals three key developments, which together form the essential parts of the phenomenon: (I) the democratization of internet technology, (II) the democratization of information, and (III) the democratization of social capital. The insights gained help to clarify the basic structures of the multi-layered phenomenon. The findings contribute also to the substantiation of a call for a new brand management paradigm: one that takes not only company-initiated but also stakeholder-initiated brand management activities into accoun

Internal social capital and international firm performance in emerging market family firms: The mediating role of participative governance

Family firms benefit from internal social capital, which refers to resources related to structural, relational and cognitive aspects of family relationships. However, it is not clear if and how possession of internal social capital can enhance the international performance of emerging economy family firms. Based on the data collected from 192 small and medium sized family firms from Turkey, we show that family firms can improve their international firm performance by utilising the internal social capital of family relationships. Our findings also demonstrate that the relationship between internal social capital and international firm performance is mediated by participative governance capability. In participative governance, family members as well as board members have the capability to contribute to strategic decision-making and implementation. We also show that all structural, relational and cognitive aspects of internal social capital should be developed in order to improve international firm performance

Managing five paradoxes of knowledge exchange in networked organizations: new priorities for HRM?

The life-blood of most organizations is knowledge. Too often, the very mechanisms set up to facilitate knowledge-flow militate against it. This is because they are instituted in a top-down way, they are cumbersome to manage and the bridges of trust fail to get built. In their thirst for innovation, the tendency is for firms to set up elaborate transmission channels and governance systems. As a result, staff are drowned in a deluge of mundane intranet messages and bewildered by matrix structures, while off-the-wall ideas and mold-breaking insights are routinely missed. Added to this is the challenge of operating across professional, cultural, regional and linguistic boundaries, where ways of sharing knowledge differ markedly, even within the same project team. Drawing upon extensive research with scientists in the ATLAS collaboration (a high-energy particle physics experiment comprising 3,500 scientists from 38 countries) we explore five paradoxes associated with knowledge exchange in global networks. Each paradox leads to a proposition which takes the theory and practice of knowledge management in a fresh direction. We conclude by outlining a number of HRM priorities for international knowledge-intensive organizations

Managing social capital as knowledge management – some specification and representation issues.

‘Classic’ accounts of social capital have emergedin accounts of stable networks or institutionalenvironments. These conditions do not apply inthe case of many firms – a case in point beingsmall firm networks that rely on rapid turnover ofprojects. Our research team is attempting toidentify how social capital is manifest in thesecontexts, and thus to make suggestions forbuilding, maintaining and refreshing such capital.We present work to date that converts this type oftacit knowledge into sets of explicit andmanageable local data, and provide examples ofinformation visualizations for profiling andretrieval that support the management of socialcapital