The association between human resource management and organisational performance: a literature review

This paper reviews the literature on the relationship between human resource management (HRM) and organisational performance (OP), and offers some insights ranging from the ability-motivation-opportunity framework and the social processing theory, through to the advance theory on the HRM-OP linkage. The text highlights how individual factors such as individual perceptions and interpretations influence outcomes. Furthermore, it argues that even though the design and conception of well-designed HR policies and processes are important, the application and implementation of such policies and processes by managers also exert a powerful influence on performance. In fact, management leadership can play a crucial role by distorting, reinforcing, or stimulating how employees perceive and interpret HR policies and the whole HRM-OP linkage. This study ends by offering important insights regarding the linkages between the HRM system and direct and middle managers on the one hand, and between these managers and employees on the other hand.info:eu-repo/semantics/publishedVersio

Innovation for sustainability and networking

The current work sought to understand the softer dimensions which constitute the building blocks of innovation networks. In particular, it addressed the individual and social aspects that bond organizations in such networks. Based on interview data collected from 45 entities involved in various innovation networks in three regions in Portugal, the findings revealed that there are three key dimensions at the micro level of analysis which contribute to understand how organization networks emerge and develop. These dimensions constitute the main theoretical contributions of the current research to the emerging field of innovation networks.info:eu-repo/semantics/publishedVersio

Internet gambling: : A critical review of behavioural tracking research

This paper reviews and analyzes studies that are focused on Internet gambling with the use of behavioural tracking and big data to identify gambling behaviour. The behaviour of gamblers has been extensively studied and much has been published on the subject. The vast majority of research has relied on self-reported gambling behaviour or case study research. With the advent of the Internet, however, it has become possible for researchers to remotely study the real behaviour of gamblers. The goal has been to empirically describe playing behaviour in several conditions and contexts. Existing research, conducted since the 2000s, focuses on several forms of gambling such as sports betting, casino, poker, and lottery, but there is still only a concise body of research on gambling behaviour with the use of Internet gambling tracking data. Most studies are based on the same databases, meaning that a few companies and websites were the basis for most of the research produced so far. It is important to explore new sources of information, methodologies, and approaches to enrich discussion and contribute to a better understanding of this field. The empirical analysis of gambling behaviour with the use of tracking data was found to greatly contribute to the understanding of player behaviour, despite existing limitations and problems. Considering that Internet gambling behavioural tracking is still a fairly recent phenomenon, much can still be done to further develop this field of research.info:eu-repo/semantics/publishedVersio

Behind innovation clusters: Individual, cultural, and strategic linkages

As observed by Porter [1] and Enright [2], clusters occupy a key position in the economy of developed countries, most notably because they bring several benefits resulting from economic and social factors. Although these authors alert us to the importance of social capital mechanisms in clustering processes, they fail to fully explore the psychological and social basis that underlay clusters and clustering processes. In the same vein, while Porter and Sölvell [3] mention that a cluster allows a shared language, social ties, and a set of standards and values to develop, they do not fully expand on how such phenomena develops. Addressing these gaps in the literature, the aim of this study is to investigate the dimensions (i.e. individual and social) which sustain and nurture the existence of macro structures (i.e. clusters). In particular, the current research looked at convergence and divergence mechanisms within a cluster. The exploratory nature of the research required a case study strategy; for this reason a cluster in the Portuguese textile sector was chosen. Data from three companies in the same cluster were gathered using several instruments, namely: a questionnaire, interviews, observation and documentary analysis. The results show that although the three companies operate in the same cluster, they are considerably different in terms of commercial orientations as well as cultural and strategic profiles, which is matched by a low presence of isomorphic mechanisms [4]; this result contradicts that of the Pouder and St. John [5] study. It was also observed that informal relations in the heart of the cluster are commonplace and that managers’ differences play a role. In this way, they strengthen and motivate the aspects of the business that unite the cluster.info:eu-repo/semantics/publishedVersio

Order and disorder in product innovation models

This article argues that the conceptual development of product innovation models goes hand in hand with paradigmatic changes in the field of organization science. Remarkable similarities in the change of organizational perspectives and product innovation models are noticeable. To illustrate how changes in the organizational paradigm are being translated into changes in new product development (NPD) practices, five NPD models are presented: the sequential, compression, flexible, integrative and improvisational models. The evolution of product innovation management shows a move from planned and mechanistic, towards emergent and organic models. Such a process of re-orientation poses several challenges that are presented in the form of six propositions: from universal to contingent models, from invariant to flexible practices, from avoiding risks to taking advantage of opportunities, from planning to learning, from exclusive teams to inclusive networks, from structure to structured chaos

Força de gestão de recursos humanos: exploração teórica e validação empírica no setor hoteleiro

A Gestão Estratégica de Recursos Humanos coloca a tónica na forma como o sistema de GRH é crítico para a eficácia organizacional. Apesar dos estudos teóricos e empíricos sobre o potencial da GRH no aumento do desempenho e eficácia das organizações, ainda há uma significativa falta de conhecimento no que respeita ao funcionamento dessa associação. Atendendo a esta problemática, Bowen e Ostroff (2004) introduziram o conceito de sistemas de GRH fortes. Estes sistemas comunicam mensagens claras e não ambíguas sobre o conteúdo da GRH, que orientam o comportamento dos colaboradores para o alcance dos objetivos organizacionais. São propostos nove atributos, agrupados em três clusters: distintividade, consistência e consenso. Com base em entrevistas semiestruturadas a diretores de recursos humanos de sete grandes cadeias hoteleiras situadas em Portugal, analisou-se a forma como estas empresas encaram a GRH, mais especificamente se nestas empresas a GRH pode ser considerada forte. Os dados foram comparados com as proposições teóricas de Bowen e Ostroff (2004), e verificou-se que dos nove atributos propostos pelos autores, apenas alguns têm apoio empírico. Os atributos que menos se evidenciam são: compreensibilidade, validade, e justiça. Conclui-se que estas empresas ainda têm um papel importante a desenvolver sobretudo no que respeita a estes aspetos menos valorizados.info:eu-repo/semantics/publishedVersio

Creativity at work: The role of context

Viewing creativity in context stresses the need to explore how creativity is really defined by organisational actors engaged in creative processes, whether these be related to product innovation or other types of innovation. That which in some cases might be viewed as a powerful influencing context factor, may in other instances be seen as just another company practice. Likewise, differences across organic units within the same company are probably better examined by looking at the historical and spatial pattern developed over time between individual actors and groups, as well as their unique set of contextual factors. The same reasoning can be extended to an analysis of creativity in industries and in national cultures. Only by taking into account the actors’ perspective of context, can researchers be permitted to fully comprehend the interplay between the creative person and his/her context. To summarise, this chapter has addressed creativity in context, and offered some additional thoughts that may be used by researchers to continue to investigate the socio-psychological view of creativity.info:eu-repo/semantics/publishedVersio

Managing relationships of the republic of science and the kingdom of industry

Purpose – This article investigates the reasons for collaboration and the barriers to cooperation between universities and industry organizations. In an increasingly integrated world, cooperation between universities and companies is likely to grow in forthcoming years. Design/methodology/approach – The approach taken in this article differs from previous works in the sense that it reveals the psychological frameworks that academics and managers hold about collaborating with each other. Data come from a survey of academic and managerial staff working in several universities and companies in Portugal and Finland. Findings – Overall results show that academics still see companies as information sources for their researches, but they are also willing to participate in joint projects in which academic knowledge is not the sole output. Originality/value – Provides information for companies and universities with regard to how to embark on such cooperative endeavors.info:eu-repo/semantics/publishedVersio

HRM strength, situation strength and improvisation behavior

Purpose – The purpose of this paper is to explore the connections between human resource (HR), situation strength and improvisation behavior. A high degree of “fit” among HR practices and between such practices and organizational strategy, is said to have an impact on organizational outcomes. How these fits are achieved is not fully understood in the literature. It has been proposed that horizontal fit is achieved when messages regarding HR matters are communicated to employees in a distinct, consensual, and consistent way. This will create a strong situation, which in turn will affect outcomes such as improvisation behavior. Situation strength is captured by the concepts of climate strength, and culture strength. Design/methodology/approach – The research was conducted at a call center of a company belonging to a Portuguese Telecommunications Group. In total, 91 questionnaires were collected. Scales in the questionnaire are based on existing indicators, but a new measure of HR strength (HRS) was also used. The data were analyzed with structural equation modeling. Findings – Results show that HRS has a direct effect on improvisation behavior. Furthermore, culture is a mediator between HRS and climate. There was also a strong indication that culture may be a mediator between HRS and improvisation behavior. Research limitations/implications – Limitations concern the sample size and the fact that research was conducted in a call center. Implications for research include the need to introduce leadership into this type of studies, as well as model and scales validation. Originality/value – The current research advances knowledge in the area in three ways. First, it presents a new instrument to measure HRS. Second, it introduces improvisation as an outcome of HR. And third, it tests a full model that links HR to social common structures (climate and culture) and performance outcomes (improvisation behavior in this work).El Propósito – El propósito de este estudio es explorar las conexiones entre recursos humanos, la fuerza de la situación y el comportamiento de la improvisación. Un alto nivel de “ajuste” entre las pra´cticas de recursos humanos, y entre esas prácticas y las estrategias de organización, se dice que tiene un impacto en los resultados de la organización. Cómo se consiguen estos ajustes no es comprendido en la literatura. Se ha propuesto que el ajuste horizontal se logra cuando los mensajes en materia de los recursos humanos se comunican a los empleados de una manera distinta, consensuada y coherente. Esto creará una situación fuerte, que a la vez influirá en los resultados tales como el comportamiento de la improvisación. La fuerza de la situación es capturado por los conceptos de la fuerza del clima, y la fuerza de la cultura. La Metodología – La investigación se llevó a cabo en una atención al cliente de una empresa que pertenece a un grupo de telecomunicaciones portugués. En total, 91 cuestionarios fueron recogidos. Escalas en el cuestionario se basan en los indicadores existentes, también, se utilizó una nueva medida de fuerza de recursos humanos. Los datos fueron analizados con el modelo de ecuaciones estructurales. Los Resultados – Los resultados muestran que la fuerza de recursos humanos tiene un efecto directo sobre el comportamiento de improvisación. Por otra parte, la cultura es un mediador entre la fuerza de recursos humanos y el clima. También hubo un fuerte indicio de que la cultura puede ser un mediador entre la fuerza de recursos humanos y el comportamiento de improvisación. Las Limitaciones/Implicaciones de la investigación – Las limitaciones se prenden con el tamaño de la muestra y el hecho de que la investigación se llevó a cabo en una atención al cliente. Implicaciones para la investigación incluyen la necesidad de introducir el liderazgo en este tipo de estudios, así como la validación del modelo y de las escalas. La Originalidad/El valor – La investigación actual desarrolla el conocimiento en el área de três maneras. En primer lugar, presenta un nuevo instrumento para medir la fuerza de recursos humanos. En segundo lugar, introduce la improvisación como un resultado de los recursos humanos. Y en tercer lugar, pone a prueba un modelo completo que relaciona los recursos humanos con las estruturas sociales comunes (clima y la cultura) y los resultados de rendimiento (el comportamiento de la improvisación en este trabajo).Propósito/Objectivo – O objetivo deste artigo é´ explorar as ligações entre RH, a força da situação e comportamento de improvisação. Considera-se que um elevado grau de “ajustamento” entre as práticas de RH e entre essas práticas e a estratégia organizacional, tem um impacto nos resultados organizacionais. A forma como esses ajustamentos são alcançados não é, porém, totalmente compreendida na literatura. Foi proposto que o ajustamento horizontal é alcançado quando as mensagens sobre as questões de RH são comunicadas aos empregados de uma forma distintiva, consensual e consistente. Isso criará uma situação forte, que por sua vez, afeta os resultados, tais como o comportamento de improvisação. A força da situação é capturada pelos conceitos de força do clima, e força da cultura. Metodologia – O estudo foi conduzido num call center de uma empresa pertencente a um Grupo Português de Telecomunicações. No total, 91 questionários foram recolhidos. As escalas do questionário são baseadas em indicadores já´ existentes, mas uma nova medida de força de RH foi também utilizada. Os dados foram analisados com modelos de equações estruturais. Resultados – Os resultados mostram que a força da gestão de RH tem um efeito directo sobre o comportamento de improvisação. Além disso, a cultura é um mediador entre Força de RH e clima. Houve também um forte indício de que a cultura pode ser um mediador entre Força de RH e comportamento de improvisação. Limitações/Implicações da investigação – As limitações dizem respeito à dimensão da amostra e ao facto de que a pesquisa ter sido realizada num call center. Implicações para a investigação incluem a necessidade de introduzir a liderança neste tipo de estudos, bem como a validação de escalas e do modelo. Originalidade/Valor – Este estudo desenvolve o conhecimento na área de três maneiras. Em primeiro lugar, apresenta um novo instrumento para medir a força de RH. Em segundo lugar, introduz a improvisação como um resultado de RH. E em terceiro lugar, testa um modelo completo que liga RH a estruturas sociais comuns (clima e cultura) e a resultados de desempenho (comportamento de improvisação).This paper had partial support from FCT’s funded project PTDC/GES/64879/2006.info:eu-repo/semantics/publishedVersio

Strength of the HRM system: the development of a measure

Purpose: The aim of this study is to operationalize the construct Strength of the HRM System theoretically defined by Bowen and Ostroff (2004) as a set of process metafeatures to convey signals to employees about desired and appropriate work behaviors, as well as to develop and validate a questionnaire to measure it, the HRMSQ. Design/methodology/approach: Three studies contribute to this purpose. In the first study we develop a questionnaire and test it with employees from several organizations. In the second study we applied the refined questionnaire in a sample of employees from a large company, and assessed different types of validity. The final study replicated results from the second study. Findings: Psychometric properties reveal good internal consistency reliability, item reliability and construct reliability, as well as convergent and discriminant validity. Pratical implications: Results indicate that the HRMSQ can be used in the study of HR strategy and for HR manager. Originaly/value: The HRMSQ is a friendly instrument that can help HR practitioners to assess whether the HRM system is unambiguously perceived by employees, and identify possible problem areas in terms of the implementation process. It also contributes to research in the strategic HRM field by operationalizing a construct that is likely to improve the understanding of the link between the HRM System and organizational performance.Peer Reviewe