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Article
Publication date: 14 May 2018

Mona Rashidirad, Hamid Salimian and Ebrahim Soltani

The aim of this study is to examine the impact of the fit between product-service strategy and sensing capability on novelty, and the potential moderating impact of…

Abstract

Purpose

The aim of this study is to examine the impact of the fit between product-service strategy and sensing capability on novelty, and the potential moderating impact of contextual factors (i.e. technological and market turbulence) on novelty.

Design/methodology/approach

In line with the aim of the study, a quantitative approach is adopted and a multi-item scale survey is designed to collect primary data. Using a mixed mode survey, a total number of 491 questionnaires are collected from a sample of UK-based telecommunications firms. Multiple regression is used to test the hypotheses and predict the outcomes.

Findings

The results support the positive contribution of a contingency approach to the study of the impact of the fit between product-service strategy and sensing dynamic capability on novelty. The results also partially confirm the reinforcing impact of technological and market turbulence on novelty.

Originality/value

This study extends research on product-service strategy and sensing capability by adopting a contingency view, which intends to serve two purposes: to complement the existing reductionistic explanations and to explore how the relationship between product-service strategy and sensing capability could create novelty as well as the degree to which this relationship could be moderated in light of the external contextual factors.

Details

European Business Review, vol. 30 no. 3
Type: Research Article
ISSN: 0955-534X

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Article
Publication date: 3 January 2019

David A.L. Coldwell, Mervywn Williamson and Danielle Talbot

A significant and increasing number of graduate recruits take up employment for specific companies by virtue of their ethical reputation and profiles. As such, ethical fit

Abstract

Purpose

A significant and increasing number of graduate recruits take up employment for specific companies by virtue of their ethical reputation and profiles. As such, ethical fit has become an important dimension of the attraction and retention of graduates. However, preconceived notions of a company’s ethical orientation obtained through the media and initial recruitment exercises may be challenged during the induction and socialization phases of organizational entry, such that people may find that the reputation is just an external façade leading to disappointment and a reassessment of the employer. The paper aims to discuss these issues.

Design/methodology/approach

The study’s essential focus is on building a conceptual ethical fit model and to underline the need for further conceptual development in the area. The analysis of extant secondary data and the methodology of serendipity were used.

Findings

The model’s conceptual cogency and practical utility for human resource management are analyzed in the light of specific secondary data and specific propositions described.

Research limitations/implications

A major concern with conceptual models is empirical validity and practical utility which requires empirical testing. However, this limitation has been mitigated by the use of a serendipitous approach from a qualitative empirical study with a generalized person–organization (P–O) focus.

Practical implications

Various practical implications of the model described in the paper for HR management are evident from empirical studies in the area which have dealt with particular aspects of the model. For example, Bauer et al. (1998) found that socialization effects employee turnover. And, Cable and Parsons (2001) indicate that organizational socialization is critical in generating committed employees whose values are congruent with those of the organization. Since committed employees are critical for the success of the organization, they suggest training programs for hiring managers and criteria in performance appraisals that include the development of employee value congruence through specific formal socialization tactics.

Originality/value

The paper contributes to the extant literature by building a dynamic conceptual model with attendant testable propositions that explore the implications of employee misalignment in pre-socialization anticipatory organizational ethical fit and post-socialization organizational ethical fit. More specifically, the study contributes to the extant literature by considering the socialization process in relation to ethical fit dynamics. It also considers from the point of view of specific moral development theory and changing perceptions of ethical climate that occur during organizational socialization. Serendipitous material obtained from a qualitative study of P–O fit puts flesh on the bones of the effects of the socialization process on ethical fit described by the paper’s conceptual model while providing circumstantial evidence for the propositions and their practical utility for HR management.

Details

Personnel Review, vol. 48 no. 2
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 12 February 2018

Graziano Coller, Maria Laura Frigotto and Ericka Costa

The purpose of this paper is to encourage a discussion of the implementation of management control systems (MCSs) in the MCS-strategy relationship. Borrowing from the…

Abstract

Purpose

The purpose of this paper is to encourage a discussion of the implementation of management control systems (MCSs) in the MCS-strategy relationship. Borrowing from the literature on software development, the authors propose two archetypes of MCS implementation – waterfall and agile – and employ them to understand how the MCS-strategy fit unfolds over time.

Design/methodology/approach

The authors empirically ground the archetypes on two exploratory case studies based on the collection of extensive qualitative data.

Findings

The authors show that MCSs change not only in relation to strategy, but also in response to an autonomous source: implementation. These two implementation archetypes differ in their degrees of specification, in the ways in which the transitions among their implementation phases occur and in the sources and ways in which their feedback loops affect the MCSs; however, both shed light on the dynamic dimension of fit and show that the fit should be assessed over time.

Research limitations/implications

The two archetypes are derived from two exploratory cases. Further research may both strengthen the framework by testing the validity of the archetypes for a wider set of empirical cases and enrich the framework by investigating the determinants of agile and waterfall MCS implementation.

Practical implications

The introduction of MCS implementation to the determinants of fit or misfit provides practitioners with a further interpretation and an action driver for fit or misfit. MCS implementation should be coordinated with the pace of change of strategy and should be changed in relation to the possibility for an organisation to move from a process- to a people-centred system (or vice versa).

Originality/value

The authors propose two archetypes of MCS implementation, both of which support the empirical interpretation and theoretical reconceptualisation of the concept of the MCS-strategy fit in terms of dynamic fit.

Details

Journal of Applied Accounting Research, vol. 19 no. 1
Type: Research Article
ISSN: 0967-5426

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Article
Publication date: 12 September 2020

Xiaoyu Huang, Lihua Zhang, Cailing Feng and Craig Richard Seal

The current study aims to investigate the temporal mechanisms in HRM systems by focusing on how HRM systems evolve over time and how such changes affect organizational innovation.

Abstract

Purpose

The current study aims to investigate the temporal mechanisms in HRM systems by focusing on how HRM systems evolve over time and how such changes affect organizational innovation.

Design/methodology/approach

This paper draws on organizational entrainment theory to examine how pace of change in employee involvement programs (EIPs) influences innovation via data from an eight-year longitudinal survey collected by Statistics Canada. The final sample includes 15,679 workplace–year observations.

Findings

This research shows that the effects of HRM programs on performance are more than just the mean effect – the pace of change by which changes are implemented in HRM programs matters in the long run. The optimal level of change pace occurs when the EIPs are changing at a pace that entrains (or synchronizes) with organizational rhythm of strategic changes. Results suggest that change pace in EIPs has an inverted-U-shaped relationship with both pace and quality of innovation. The curvilinear effect is more pronounced for organizations with relatively lower mean level of EIPs.

Research limitations/implications

First, this study captures only key measures of the EIPs and may not be generalizable to other dimensions of the HR systems. Second, the results of this paper should be interpreted at the HR program level or bundles of HR practices – the findings may not be generalizable to lower levels of analysis. Third, as a result of annual measurement, this study cannot capture short-lived minor dynamic HR misfits where workplaces quickly adjust to regain alignment. Fourth, to attain meaningful and consistent measures of strategic HR change, this study only includes surviving workplaces with at least five years of observations.

Practical implications

This paper provides insights to managers and business leaders on how to implement strategic changes in HRM systems effectively to attain sustained innovation outcomes in the long run. To achieve an optimal level of innovation, organizations need to consider not only what and how many EIPs should be used but also how to strategically change EIPs to meet dynamic internal and external changes.

Originality/value

The current research introduces organizational entrainment theory to explain and empirically test the conflicting predictions of the universalist and contingency perspectives on the effects of strategic changes in HRM.

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Book part
Publication date: 17 September 2014

Hannes Zacher, Daniel C. Feldman and Heiko Schulz

We develop a conceptual model, based on person-environment fit theory, which explains how employee age affects occupational strain and well-being. We begin by explaining…

Abstract

We develop a conceptual model, based on person-environment fit theory, which explains how employee age affects occupational strain and well-being. We begin by explaining how age directly affects different dimensions of objective and subjective P-E fit. Next, we illustrate how age can moderate the relationship between objective P-E fit and subjective P-E fit. Third, we discuss how age can moderate the relationships between P-E fit, on one hand, and occupational strain and well-being on the other. Fourth, we explain how age can impact occupational strain and well-being directly independent of P-E fit. The chapter concludes with implications for future research and practice.

Details

The Role of Demographics in Occupational Stress and Well Being
Type: Book
ISBN: 978-1-78350-646-0

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Article
Publication date: 8 December 2020

Catarina Bojesson and Anders Fundin

The purpose of this study is to identify factors affecting an organization’s dynamic capability and, consequently, its ability to manage organizational change.

Abstract

Purpose

The purpose of this study is to identify factors affecting an organization’s dynamic capability and, consequently, its ability to manage organizational change.

Design/methodology/approach

A single case study was conducted to provide a deeper understanding of the situation that the case company experienced during a specific phase of reconfiguration. Data were collected through nine in-depth, semi-structured interviews and analyzed using the Gioia methodology.

Findings

Challenges, barriers and enablers affecting the organization's dynamic capability in the reconfiguration phase were identified.

Originality/value

This study contributes to the theory of dynamic capabilities and to the current investigatory stream regarding microfoundations by presenting practical examples of challenges, barriers and enablers that affect an organization’s ability to succeed during an organizational reconfiguration. These examples are intended to aid in discussions on microfoundations of dynamic capabilities and their impact in practice.

Details

Journal of Organizational Change Management, vol. 34 no. 1
Type: Research Article
ISSN: 0953-4814

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Article
Publication date: 1 February 2001

Olaf A.M. Fisscher and Petra C. de Weerd‐Nederhof

Eccentric organisations are characterised by the capability to reflect on their own functioning within their industrial environment and societal context. Organisational…

Abstract

Eccentric organisations are characterised by the capability to reflect on their own functioning within their industrial environment and societal context. Organisational responsibility, identity and intelligence are the three interrelated aspects of the concept of eccentricity applied to organisations. In order to achieve this, fitting social dynamical processes (reflection, communication and integration), systems and structures need to be introduced into the organisation. In this paper, a case study of new product development (NPD) is used to illustrate eccentricity in organisations. In NPD, where the goal is to develop a capability of innovativeness both in the short‐term‐oriented operational effectiveness of NPD prospects, as well as in the longer‐term‐oriented strategic flexibility of the NPD function, developing such an ability for reflecting‐in‐collective‐action is especially crucial.

Details

Journal of Workplace Learning, vol. 13 no. 1
Type: Research Article
ISSN: 1366-5626

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Article
Publication date: 10 September 2019

Yasmine Sabri

The purpose of this paper is to develop exploratory propositions and a conceptual framework on the interaction between organisational structure (decision-making…

Abstract

Purpose

The purpose of this paper is to develop exploratory propositions and a conceptual framework on the interaction between organisational structure (decision-making centralisation and internal coordination) and the relationship between supply chain fit and firm performance.

Design/methodology/approach

Through a case study, two corporate groups with distinctive organisational structures were examined; both are undergoing a critical moment of changes to their top management and are reshaping their corporate and supply chain strategies. Data on decision-making centralisation, internal coordination mechanisms, supply, demand and innovation uncertainties, and supply chain strategies were collected from key respondents.

Findings

The analysis conducted suggests the need to consider the joint interaction between organisational structure and supply chain fit in offsetting the implications of a potential misfit on firm performance. Furthermore, the context sensitivity of a supply chain is often overlooked, hence simply modifying supply chain strategy does not necessarily lead to a variation in firm performance.

Practical implications

This research is of particular importance to most organisations in the testing times of uncertainty in the global landscape. It guides supply chain practitioners to better understand which elements of the organisational structure interact with the uncertainty of supply, demand and innovation.

Originality/value

This paper is one of the first to investigate the interaction between elements of organisational structure and supply chain fit and identify decision-making centralisation and coordination as the internal uncertainty factors that are most relevant to supply chain fit research. A conceptual framework has been built for future testing, in which the organisational structure moderates the relationship between supply chain fit and firm performance.

Details

The International Journal of Logistics Management, vol. 30 no. 3
Type: Research Article
ISSN: 0957-4093

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Article
Publication date: 13 November 2019

Tseng-Lung Huang, Shane Mathews and Cindy Yunhsin Chou

The purpose of this study is to draws on self-determination and self-evaluation theories to examine the psychological factors impacted by augmented reality (AR) services…

Abstract

Purpose

The purpose of this study is to draws on self-determination and self-evaluation theories to examine the psychological factors impacted by augmented reality (AR) services, an augmented reality try-on system. This study highlights three characteristics of modality, synchronous sense or ownership and re-processability within an AR try-on experiences as well as the moderating effects of consumers’ body surveillance and fashion consciousness.

Design/methodology/approach

Using a scenario survey approach, this study designs characteristics of an AR try-on system to examine the research model and the hypotheses. A total of 207 responses are collected and analysed using the SmartPLS 3 statistical software.

Findings

The results show that modality, synchronous sense of ownership control and re-processability of AR try-on system positively affect consumer’s rapport experience. Both body surveillance and fashion consciousness significantly moderate the effects of AR try-on service system characteristics on consumer rapport experience.

Research limitations/implications

This study highlights the importance of understanding the implications of the evolution of cyborg consumerism where consumer technology interface systems such as AR, as a source of technologically mediated modality, become part of the consumer’s body, an extension of their body if you will.

Practical implications

Based on the study findings, marketing managers can understand how to better use AR to implement digital promotional strategies for various body-involvement products.

Originality/value

Using immersive technologies, this study shows that AR allows a consumer see an authentic self and tangible extension of their physical self in an online shopping setting, thus enhancing a consumer’s online shopping experience.

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Article
Publication date: 23 July 2019

Vipin Gupta and Yi Zhang

Strategic fit is known to be an important antecedent to a firm’s performance, but there is little research explaining its influence on firm’s environmental performance…

Abstract

Purpose

Strategic fit is known to be an important antecedent to a firm’s performance, but there is little research explaining its influence on firm’s environmental performance. This paper aims to propose that strategic fit is likely to affect two firm-level outcomes: dynamic equilibrium and dynamic disequilibrium.

Design/methodology/approach

Prior debate has underlined the role of adaptation vs selection in achieving strategic fit, but we assert that firms vary in their strategic fit. This paper models inter-firm differentials in environmental performance, using survey data from a sample of Chinese small and medium enterprises.

Findings

Transformative leadership, operational agility and knowledge-based identity facilitate compensatory fit, while productivity growth, strategic adaptability and low product-market maturity enable strategic fit.

Theoretical implications

The authors show how low strategic fit may provide selection advantages via compensatory fit. Some firms do seek to achieve greater fit to the embedded contextual contingencies (dynamic equilibrium) at the cost of their energy. However, others respond to the expectations for green performance that are presently orthogonal to the embedded context to realize compensatory fit using the energy of the context (dynamic disequilibrium). This manifests as differential capabilities for adaptation vs selection.

Practical implications

The findings highlight how the firms may use cultural fit pathway for transcending the phenomenological tradeoffs between economic performance-oriented strategic fit and ecological performance-oriented compensatory fit.

Originality/value

This paper shows how low strategic fit may provide selection advantages via compensatory fit. Some firms do seek to achieve greater fit to the embedded contextual contingencies (dynamic equilibrium) at the cost of their energy. However, others respond to the expectations for green performance that are presently orthogonal to the embedded context, to realize compensatory fit using the energy of the context (dynamic disequilibrium). This manifests as differential capabilities for adaptation vs selection.

Objetivo

Es conocido que el ajuste estratégico es un antecedente importante del resultado de la empresa, pero existe poca investigación sobre su impacto en el resultado medioambiental. Proponemos que el ajuste estratégico es probable que influya sobre dos resultados organizativos: equilibrio dinámico y desequilibrio dinámico.

Diseño/metodología/aproximación

El debate previo ha señalado el papel de la adaptación frente a la selección a la hora de lograr el ajuste estratégico, pero sin embargo nosotros aseguramos que las empresas varían en su ajuste estratégico. Modelizamos las diferencias entre empresas en cuanto a su rendimiento medioambiental utilizando datos de una encuesta de empresas pequeñas y medianas empresas chinas.

Resultados

El liderazgo transformacional, agilidad operativa, e identidad basada en el conocimiento facilitan el ajuste compensatorio, mientras que el crecimiento de la productividad, la adaptabilidad estratégica y una baja madurez producto-mercado favorecen el ajuste estratégico.

Implicaciones teóricas

Mostramos como un bajo ajuste estratégico genera ventajas en la selección vía ajuste compensatorio. Algunas empresas buscan un mayor ajuste a las contingencias del entorno (equilibrio dinámico) a costa de su energía. Sin embargo, otras responden a las expectativas sobre rendimiento medioambiental para alcanzar un ajuste compensatorio utilizando la energía del contexto (desequilibrio dinámico). Esto se manifiesta en forma de capacidades distintas para la adaptación frente a la selección.

Implicaciones prácticas

Nuestros resultados subrayan como las empresas pueden usar el ajuste cultura para trascender los contrastes entre el ajuste estratégico orientado a los resultados económicos y el ajuste compensatorio orientado a los resultados medioambientales.

Originalidad/valor

La investigación resalta el reto de integrar las presiones para adaptarse a la lógica ecológica predominante en la industria y los imperativos basados en el valor que apoyan la selección del ecosistema social apropiado para los grupos de interés. Enfatiza que el factor decisivo que influye de manera decisiva en la capacidad de la empresa para manejar las contraprestaciones económicas y ecológicas es la orientación cultural a favor del bienestar de las personas. Mediante un modelo integrador de desarrollo económico y ecológico a nivel nacional una empresa puede reducir los costes derivados del hecho de que algunos países puedan favorecer los intereses económicos a costa de los medioambientales y generar externalidades negativas.

Palavras-chave Resultados medioambientales, Crecimiento de la productividad, Liderazgo transformacional, Agilidad operativa, Adaptabilidad estratégica, Madurez producto-mercado

Objetivo

O ajuste estratégico é conhecido por ser um importante antecedente do desempenho da empresa, mas há poucas pesquisas explicando sua influência no desempenho ambiental da empresa. Propomos que o ajuste estratégico provavelmente influenciará dois resultados no nível da empresa: equilíbrio dinâmico e desequilíbrio dinâmico.

Design/metodologia/abordagem

O debate prévio destacou o papel da adaptação versus seleção na obtenção de adequação estratégica, mas afirmamos que as empresas variam em sua adequação estratégica. Nós modelamos diferenciais entre firmas no desempenho ambiental, usando dados de pesquisa de uma amostra de pequenas e médias empresas chinesas.

Resultados

A liderança transformadora, a agilidade operacional e a identidade baseada em conhecimento facilitam o ajuste compensatório, enquanto o crescimento da produtividade, a adaptabilidade estratégica e a baixa maturidade do mercado de produtos permitem um ajuste estratégico.

Implicações Teóricas

Mostramos como o ajuste estratégico baixo pode fornecer vantagens de seleção via ajuste compensatório. Algumas firmas buscam obter maior adequação às contingências contextuais embutidas (equilíbrio dinâmico) ao custo de sua energia. No entanto, outros respondem às expectativas de desempenho verde que atualmente são ortogonais ao contexto embutido, para realizar o ajuste compensatório utilizando a energia do contexto (desequilíbrio dinâmico). Isso se manifesta como capacidades diferenciais de adaptação versus seleção.

Implicações práticas

Nossas descobertas destacam como as empresas podem usar o caminho da adaptação cultural para transcender as compensações fenomenológicas entre o ajuste estratégico orientado para o desempenho econômico e o ajuste compensatório voltado para o desempenho ecológico.

Originalidade/valor

A pesquisa destaca os desafios da cultura de trabalho de integrar as pressões para se adaptar à predominante ecologia industrial versus o imperativo dominante baseado em valores para selecionar o ecossistema social apropriado dos interessados. Isso enfatiza que o fator decisivo na capacidade formativa de uma empresa para promover compromissos econômicos e ecológicos é a orientação cultural para o bem-estar humano em uma plataforma nacional. Ao programar um modelo integrativo de desenvolvimento econômico e ecológico em nível nacional, uma empresa pode auto mitigar os custos da economia política internacional que surgem quando algumas nações trocam o bem-estar ecológico em prol de interesses econômicos e geram externalidades negativas.

Palavras-chave Palavras-chave Desempenho ambiental, Crescimento de produtividade, Liderança transformacional, Agilidade operacional, Adaptabilidade estratégica, Maturidade do Produto-Mercado

Details

Management Research: Journal of the Iberoamerican Academy of Management, vol. 17 no. 2
Type: Research Article
ISSN: 1536-5433

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