Measuring Organizational Performance in Strategic Human Resource Management: Looking Beyond the Lamppost

A major challenge for Strategic Human Resource Management research in the next decade will be to establish a clear, coherent and consistent construct for organizational performance. This paper describes the variety of measures used in current empirical research linking human resource management and organizational performance. Implications for future research are discussed amidst the challenges of construct definition, divergent stakeholder criteria and the temporal dynamics of performance. A model for performance information markets to address these challenges is introduced. The model uses a multi-dimensional weighted performance measurement system and a free information flow exchange mechanism for determining performance achievement criteria

Measuring Organizational Performance in Strategic Human Resource Management: Problems and Prospects

A major challenge for Strategic Human Resource Management research in the next decade will be to establish a clear, coherent and consistent construct for organizational performance. This paper describes the variety of measures used in current empirical research linking human resource management and organizational performance. Implications for future research are discussed amidst the challenges of construct definition, divergent stakeholder criteria and the temporal dynamics of performance. The concept of performance information markets that addresses these challenges is proposed as a framework for the application of multi-dimensional weighted performance measurement systems

Technology Acceptance: A Fusion of Human-Computer Interaction and Management Information Systems Constructs

In recent years, information technology has advanced at a pace that few would have anticipated. It has been estimated that the computing power of the modem desktop computer has been increasing at the rate of 1000% per decade. In combination with the development of personal computers, the advent of networks and the world wide web provide unprecedented access to information and computing power. However, the problem of developing useful user interfaces remains a problem. In many military and commercial settings, the increased computing power offered by current information technology remains unexploited because of user interfaces that are difficult to use. This thesis reports on the examination of constructs related to user acceptance of information systems from two disciplines, human-computer interaction (HCI) and management information systems (MIS). More specifically, research was conducted to evaluate the possibility of overlap between the two divergent fields. The Technology Acceptance Model (TAM) from MIS research was examined in light of the HCI constructs of efficiency, effectiveness, and satisfaction. Of interest was the impact of efficiency, effectiveness, and satisfaction on the formulation of user perceptions of ease of use. The empirical data suggests that satisfaction plays a major role in the formulation of user perceptions (p\u3c0.01), while the role of efficiency and effectiveness are minimal

Strategy, Core Competence and HR Involvement as Determinants of HR Effectiveness and Refinery Performance

This study examined the impact strategy, core competence, and involvement of HR executives in strategic decision making on the refinery managers\u27 evaluation of the effectiveness of HR and refinery performance among 86 U.S. petro-chemical refineries. Survey results indicated that higher involvement of HR in organizational strategy was strongly related to perceptions of HR effectiveness, and that the relationship was strongest to the extent that refineries pursued a product innovation strategy and viewed skilled employees as their core competence. HR involvement was unrelated to refinery performance, but was actually negatively related to the extent that refineries emphasized efficient production as their core competence

The Role of Human Resource Practices in Petro-Chemical Refinery Performance

This study examined the impact of Human Resource (HR) practices (selection, training, compensation, and appraisal) and participation on the financial performance of U.S. petrochemical refineries. Survey results from HR and Operations respondents indicated that appraisal and training were significantly related to workforce skills and that training and compensation were marginally related to workforce motivation. In addition, only training was significantly related to refinery performance, although the relationship was negative. However, selection, compensation, and appraisal interacted with participation in determining refinery financial performance such that each of these practices were strongly positively related to financial performance only under highly participative systems. Implications are discussed

Decreased apoptosome activity with neuronal differentiation sets the threshold for strict IAP regulation of apoptosis

Despite the potential of the inhibitor of apoptosis proteins (IAPs) to block cytochrome c–dependent caspase activation, the critical function of IAPs in regulating mammalian apoptosis remains unclear. We report that the ability of endogenous IAPs to effectively regulate caspase activation depends on the differentiation state of the cell. Despite being expressed at equivalent levels, endogenous IAPs afforded no protection against cytochrome c–induced apoptosis in naïve pheochromocytoma (PC12) cells, but were remarkably effective in doing so in neuronally differentiated cells. Neuronal differentiation was also accompanied with a marked reduction in Apaf-1, resulting in a significant decrease in apoptosome activity. Importantly, this decrease in Apaf-1 protein was directly linked to the increased ability of IAPs to stringently regulate apoptosis in neuronally differentiated PC12 and primary cells. These data illustrate specifically how the apoptotic pathway acquires increased regulation with cellular differentiation, and are the first to show that IAP function and apoptosome activity are coupled in cells

Robust Weak-lensing Mass Calibration of Planck Galaxy Clusters

In light of the tension in cosmological constraints reported by the Planck team between their SZ-selected cluster counts and Cosmic Microwave Background (CMB) temperature anisotropies, we compare the Planck cluster mass estimates with robust, weak-lensing mass measurements from the Weighing the Giants (WtG) project. For the 22 clusters in common between the Planck cosmology sample and WtG, we find an overall mass ratio of \left = 0.688 \pm 0.072. Extending the sample to clusters not used in the Planck cosmology analysis yields a consistent value of $\left< M_{Planck}/M_{\rm WtG} \right> = 0.698 \pm 0.062$ from 38 clusters in common. Identifying the weak-lensing masses as proxies for the true cluster mass (on average), these ratios are $\sim 1.6\sigma$ lower than the default mass bias of 0.8 assumed in the Planck cluster analysis. Adopting the WtG weak-lensing-based mass calibration would substantially reduce the tension found between the Planck cluster count cosmology results and those from CMB temperature anisotropies, thereby dispensing of the need for "new physics" such as uncomfortably large neutrino masses (in the context of the measured Planck temperature anisotropies and other data). We also find modest evidence (at 95 per cent confidence) for a mass dependence of the calibration ratio and discuss its potential origin in light of systematic uncertainties in the temperature calibration of the X-ray measurements used to calibrate the Planck cluster masses. Our results exemplify the critical role that robust absolute mass calibration plays in cluster cosmology, and the invaluable role of accurate weak-lensing mass measurements in this regard.Comment: 5 pages, 2 figure