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Article
Publication date: 28 March 2023

Patrícia Micaela Fernandes, Bruno Barbosa Sousa, Cláudia Miranda Veloso and Marco Valeri

The aim of this paper is to understand the importance of endomarketing in organizations and whether internal strategies are essential in the management of human capital…

Abstract

Purpose

The aim of this paper is to understand the importance of endomarketing in organizations and whether internal strategies are essential in the management of human capital. Especially, it is intended to understand what kind of policies is adopted in the organizations the authors are dealing with, and also the perception that employees have about them.

Design/methodology/approach

The methodology adopted combines a quantitative and qualitative approach, based on documents analysis, and the survey and semi-structured interviews with questions alluding to endomarketing. The study was carried out in the (Portuguese) cities belonging to the Minho Quadrilateral, being Braga, Barcelos, Guimarães and Vila Nova de Famalicão, in which a total of five organizations are held.

Findings

The results seem to show that endomarketing has an essential role in human capital management, in particular, to obtain both individual and organizational results, where there is a mutual relationship. Of the 158 respondents that make up the sample, it was concluded that 78.5% considered the intrinsic factors related to well-being and happiness as important as the extrinsic factors related to monetary rewards.

Research limitations/implications

The manuscript presents insights for internal marketing and human resource management (i.e. motivation and human capital). Based on the rapid and profound technological changes of the early 21st century, the concept of endomarketing emerged stimulated by globalization and by the greater concern to adopt strategies that were able to differentiate organizations in the markets.

Originality/value

This is an interdisciplinary theme, with contributions to both internal marketing and human resource management, bearing in mind to enhancing the value and well-being of organizational human capital. This study aims to contribute to the development of scientific knowledge in this area that is so relevant for growth and differentiation.

Details

EuroMed Journal of Business, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1450-2194

Keywords

Article
Publication date: 13 December 2022

Dimitrios Kafetzopoulos

The purpose of this paper is to examine whether environmental dynamism can drive firms to adopt sustainability, taking into consideration the mediating role of the innovation…

Abstract

Purpose

The purpose of this paper is to examine whether environmental dynamism can drive firms to adopt sustainability, taking into consideration the mediating role of the innovation process, strategic flexibility and human resource development in this relationship.

Design/methodology/approach

The proposed framework is tested by confirmatory factor analysis and finally structural equation modeling (SEM) using the survey data from 513 Greek firms.

Findings

The results show that environmental dynamism drives firms to sustainability, but the introduction of innovation process, strategic flexibility and human resource development fully mediate the effect of this relationship.

Research limitations/implications

This study explores three organizational factors. In future research it would be very interesting to explore other topics that affect sustainability. Moreover, it might be useful for researchers to examine firms' digital capability and ambidextrous sustainability.

Practical implications

This study offers clear implications for managers, proving that innovation process, strategic flexibility and human resource development are critical factors in achieving sustainability.

Originality/value

This empirical study determines the contribution of environmental dynamism to sustainability taking into consideration the role of three critical organizational factors as mediators in this relationship.

Details

Management Decision, vol. 61 no. 6
Type: Research Article
ISSN: 0025-1747

Keywords

Book part
Publication date: 12 February 2024

Lerato Aghimien, Clinton Ohis Aigbavboa and Douglas Aghimien

In the quest for better construction workforce management, this chapter explored the background of workforce management and related theories, models, and practices. Through a…

Abstract

In the quest for better construction workforce management, this chapter explored the background of workforce management and related theories, models, and practices. Through a review, the chapter provided meaning to the concept of construction and workforce management. The chapter concluded that while the construction industry worldwide is important to the economic growth of the countries where it operates, the industry’s management of its workforce is challenged by several problems. These problems include the nature of the industry, skill shortage, unhealthy working environment, and poor image of the industry, among others. Also, while the construction industry is rich in diversity, this has been a major source of problems for workforce management. The chapter further revealed that to improve workforce management and attain better-performing construction organisations, careful recruitment, effective training, providing a safe working environment, putting policies to promote diversity, and ensuring innovativeness, among others, are essential.

Details

Construction Workforce Management in the Fourth Industrial Revolution Era
Type: Book
ISBN: 978-1-83797-019-3

Keywords

Open Access
Article
Publication date: 31 October 2023

Jenni Kantola, Kirsi Lehto and Riitta Viitala

This study explores municipal leaders' perceptions on strategic human resource management in their local government organization. Previous studies on companies demonstrate that…

Abstract

Purpose

This study explores municipal leaders' perceptions on strategic human resource management in their local government organization. Previous studies on companies demonstrate that the top manager's perceptions of the importance of human resource management (HRM) for the organization are reflected in the quality of human resource management and its strategic role. The authors are interested in how leaders in municipalities perceive HRM.

Design/methodology/approach

The authors interviewed 30 leaders of Finnish municipalities for this qualitative study focused on municipal leaders' perceptions of HRM. The authors applied a discourse analytical approach in the analysis.

Findings

The authors recognized four discourses that frame perceptions of HRM: HRM as a strategic weapon, HRM as an underperformer, HRM as a matter of formality and HRM as a cost generator. In addition, the authors recognized that the discourses reflected leaders' self-positioning in relation to the power to impact issues related to HRM. Shifting between distinct roles demonstrated that municipal leaders' emphasis on HRM and its strategic alignment reflects the power relations in the municipality and the attitudes to the importance of HRM.

Originality/value

This study contributes to the academic discussions on HRM in municipalities and provides views on the municipal leader's role and impact on valuing and investing in HRM. From a practical point of view, the study will increase municipal leaders' knowledge of HRM's impact on the performance of the organization and also of the possible means of HRM.

Details

International Journal of Public Leadership, vol. 19 no. 4
Type: Research Article
ISSN: 2056-4929

Keywords

Article
Publication date: 8 January 2024

Neuza C.M.Q.F. Ferreira and João J.M. Ferreira

This study sought to develop an aggregated assessment of the literature on the resource-based view (RBV). The main aim was to map the RBV field based on a systematic literature…

Abstract

Purpose

This study sought to develop an aggregated assessment of the literature on the resource-based view (RBV). The main aim was to map the RBV field based on a systematic literature review (SLR) of 226 academic articles published in refereed journals from 1994 to 2022.

Design/methodology/approach

Two bibliometric analysis methods were used: bibliographic coupling and co-citation. These measures are complementary because bibliographic coupling is retrospective in nature and co-citation is forward-looking.

Findings

The analysis identified the most influential studies, top-cited articles and journals and six major thematic clusters: RBV, customer orientation and alliance portfolio, resource-based theory, firm performance, entrepreneurial orientation (EO) and dynamic capabilities.

Originality/value

This research was based on a combination of bibliographic coupling and co-citation analysis. The results provide a better understanding of the RBV field’s intellectual structure, which reveals potential new lines of future research.

Details

Management Decision, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0025-1747

Keywords

Article
Publication date: 18 January 2024

Marcos Segantini

Firms are the primary producers of innovations, and understanding how these agents acquire, update and manage the knowledge of their employees is central to understanding economic…

Abstract

Purpose

Firms are the primary producers of innovations, and understanding how these agents acquire, update and manage the knowledge of their employees is central to understanding economic growth. However, in developing economies, technology adaptation plays a critical role in innovation compared to knowledge creation. Thus, this research investigates the role of human capital in innovation at the firm level in the case of a small developing economy, which ranks highly on several human capital dimensions but shows declining levels of investment in advanced human capital development in its manufacturing sector.

Design/methodology/approach

This research examines the relationship between innovation and human capital at the firm level in a small peripheral economy. The human capital theory is applied to a firm context to understand variations in innovative behavior depending on the size of manufacturing companies. The effect of several human capital dimensions on product innovation is estimated by applying binomial logistic regression models with firm and time-fixed effects.

Findings

This article contributes to innovation economics and public policy by highlighting that not all dimensions of human capital operate similarly for all companies in the context of developing economies. In such settings, technology adaptation plays a critical role in innovation. While employees' human capital endowments significantly impact small firms in that context, firm-level practices such as internal training are crucial for large companies. Consequently, policymakers should consider that firms' human capital endowments impact their innovative behavior differently to avoid one-size-fits-all policy design approaches in this regard.

Originality/value

Prior research on the relationship between human capital and innovation in developing economies was based on a cross-sectional approach. This research's unique panel dataset covering 11-year triennial innovation surveys enabled a modeling strategy that controls for time-invariant unobservable firm characteristics. Three aspects of firms' human capital have been analyzed human capital endowments, internal training and human resource management (HRM) practices for the first time longitudinally in a developing economy, enabling to contrast of empirical findings with policy design.

Details

Journal of Entrepreneurship and Public Policy, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2045-2101

Keywords

Article
Publication date: 15 March 2022

Upamali Amarakoon and Linda Colley

This study examines employee attraction and retention issues and uses a case study of an Australian regional medium-sized enterprise to highlight the importance of organisational…

1485

Abstract

Purpose

This study examines employee attraction and retention issues and uses a case study of an Australian regional medium-sized enterprise to highlight the importance of organisational context factors such as place and scale in designing human resource (HR) solutions.

Design/methodology/approach

The research presents a qualitative case study, with data drawn from strategic documents, interviews and focus groups, analysed thematically.

Findings

A carefully constructed set of HR strategies – including purposeful use of employer branding, synchronising of human resource management (HRM) formality and informality and capitalising on the regional context – are key to employee attraction and retention and in turn the growth and competitiveness of the case study organisation.

Originality/value

The HRM literature acknowledges the tendency to study larger corporations in metropolitan areas, at the expense of more nuanced research related to context. This research contributes to knowledge of attraction and retention through employer branding, with particular attention to scale and place, through study of a medium sized firm in a regional location. It highlights the importance of informality-formality dynamism.

Details

Personnel Review, vol. 52 no. 3
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 23 January 2023

Shekhar and Marco Valeri

This paper aims to map the knowledge management research in small businesses and suggest future actions to strengthen managerial practices. Knowledge management practices foster…

1204

Abstract

Purpose

This paper aims to map the knowledge management research in small businesses and suggest future actions to strengthen managerial practices. Knowledge management practices foster the growth of small businesses. They allow innovation to grow within the institutions, enhance customer satisfaction and reduce employee absenteeism and attrition.

Design/methodology/approach

The study adopts a bibliometric protocol to retrieve the 686 articles published in the Web of Science (WoS) database. The WoS database is selected to ensure only quality and peer-reviewed publications are analysed in the study. It then identifies the top contributions, and existing thematic areas, and suggests future research and policy actions for boosting economic growth through small business. The study uses VOSviewer, Science of Science (Sci2) and Gephi to conduct the bibliometric and network analysis.

Findings

The results from keyword co-occurrence and co-citation analysis helps in identifying thematic areas. The findings highlight that there exist five major themes in knowledge management research for small businesses. The dynamic co-citation analysis helps in tracing the evolution of these clusters and suggests future themes, research directions and methodological advances in the theme. PageRank analysis helps in identifying the top articles published on high-impact journals in the theme.

Research limitations/implications

The study helps researchers by summarising existing literature and identifying key thematic areas. It also assists policymakers by recommending actions to improve knowledge management practises in small businesses to gain a competitive advantage. The paper suffers from the limitations of bibliometric analysis. The sample is collected from a single data source and a single type (journal articles) and the statistical accuracy of the analysis depends on the quality of the sample.

Originality/value

The study’s originality lies in using fit-for-purpose software in clustering the research and suggesting actions. To the best of the authors’ knowledge, this study is one of its kind in applying bibliometrics in studying and covering several aspects of knowledge management in small businesses with a combination of software.

Details

European Business Review, vol. 35 no. 5
Type: Research Article
ISSN: 0955-534X

Keywords

Book part
Publication date: 24 August 2023

Theresa M. Floyd and Wookje (UJ) Sung

Post-merger integration (PMI) success depends heavily on the social and cultural integration of the two legacy organizations. Given that organizational members work and exchange…

Abstract

Post-merger integration (PMI) success depends heavily on the social and cultural integration of the two legacy organizations. Given that organizational members work and exchange information through social relationships, social network analysis can serve as a useful tool to identify key actors, address areas of concern, and measure PMI success. However, few PMI studies have employed a social network perspective or social network analysis. In this chapter, the authors review the current literature on PMI and organizational change, including the few studies that use social networks approach. The authors also identify recent developments in social networks and organizational change research that can improve our understanding of PMI processes and propose promising avenues for future research. Further, the authors identify obstacles for social network research on PMI and provide practical advice for overcoming them.

Article
Publication date: 14 July 2022

Ade Irma Susanty, Eko Budiharjo and Wahyu Winarto

Agility is an important characteristic that every organisation requires in today’s competitive digital era. Telecommunications companies in Indonesia face various types of…

Abstract

Purpose

Agility is an important characteristic that every organisation requires in today’s competitive digital era. Telecommunications companies in Indonesia face various types of competition, both from the same industry and new models. This study aims to identify the agility level of telecommunications companies in Indonesia. It also examines the effect of leadership style directly and indirectly through the mediation of employee readiness, innovation culture, technology capability and organisational structure.

Design/methodology/approach

This study used a non-probability sampling technique. The macroprocess was used to identify and measure the direct and indirect effects. The results are based on survey data collected from a telecommunications company in Indonesia with a total of 1,073 employees.

Findings

The results of this study showed that an adaptive leadership style has a direct and significant positive effect on the organisational agility level. Employee readiness, innovation culture, technological capability and organisational structure function as mediators between adaptive leadership style and agility.

Practical implications

This study could contribute to the development of programs to ignite and boost organisational agility. Organisations are recommended to conduct periodic evaluations to measure agility levels and amend their programs accordingly.

Originality/value

Adaptive leadership style was used, which expresses the leader’s deep concern for employee needs and organisational achievement. This leader will most likely positively impact employees and favourably influence the organisation (technology, structure, innovation and agility).

Details

Journal of Science and Technology Policy Management, vol. 15 no. 1
Type: Research Article
ISSN: 2053-4620

Keywords

1 – 10 of over 8000