Document Type : Research Paper
Authors
Master of management, Shahid Chamran university of Ahvaz
Abstract
Capable human resourceisan important source ofin organizations, and organizations need efficient human resoures to acliveve their golas. Due to the increasing rate of dynamism in competitive environments it isrecommended that measures of employee adaptability be included as a mechanism that may be relevanct of HCM to firm competitiveness. The present study attempts to explore the impact of High Commitment human resource management on competitive advantage and human resource flexibility with the moderating role of the dynamics of the environment. This is a descriptive study of the practical purpose. The target population included 540 managers of manufacturing companies and polymeric materials and chemical products in Khuzestan province, which is the sample size of 226 persons for the study. On a sample of 100 Productive firms, the study’s results confirm that HCM influences Competitive Advantage through its impact on the firm’s human resource (HR) flexibility. Moderating role of environmental dynamism was not approved in the relationship between human resource flexibility and competitive advantage in Productive Firms.
Keywords
اعرابی، سید محمد. حقیقی، مهدی. (1383). الگوی هماهنگی تلاطم محیطی و استراتژی سازمانی، فصلنامه مطالعات مدیریت بهبود و تحول، شماره 41و 42، 78-53.
راسخی، سعید. ذبیحی لهرمی، المیرا. (1387). مزیت رقابتی در سطح بنگاه: مفهوم و تئوری. پژوهشنامهی علوم انسانی و اجتماعی « علوم اقتصادی»، سال هشتم، شماره 28، 31-54.
داوری، علی. رضازاده، آرش. (1392)، مدلسازی معادلات ساختاری با نرمآفزار pls، تهران: سازمان انتشارات جهاد دانشگاهی.
سیدنقوی، میرعلی و همکاران (1391)."انعطاف پذیری منابع انسانی و عملکرد سازمان در صنعت بیمه" دانشکده, مدیریت وحسابداری, دانشگاه علامه طباطبایی.
ابراهیم پور, م., مرادی, مو ممبینی, ی. (1393). تأثیر دوسوتوانی سازمانی بر عملکرد صنایع تولیدی: بررسی نقش پویایی‌های محیطی. فصلنامه علوم مدیریت ایران,9(36):53-67.
Alipour Shirsavar, H., Gilaninia, S., & Mohammadi Almani, A.(2012). A Study of Factors Influencing Positive Word of Mouth in the Iranian Banking Industry ,Middle-East Journal of Scientific Research, 11, 454-460.
Barney, J. & Wright, P. M. (2004). On becoming a strategic partner: the role of human resource in gaining competitive advantage. Human Resource Management, 37. 31-46.
Barney, J.B.(1991)." Firm Resource and Sustained Competitive Advantage ", Journal of management, 17(1):99-120.
Beltran-Martin, I., Roca-Puig, V., Escrig-Tena, A., & Bou-Llusar, J. C. (2008). Human Resource flexibility as a Mediating Variable between High Performance Work Systems and Performance. Journal of Management, 34, 1009-1044.
Becker , B . E . , & Gerhart , B . 1999 . The impact of human resource management on organizational performance : Progress and prospects . Academy of Management Journal , 39(4) : 779-801 .
Bhattacharya, M., Gibson, D., & Doty, D. (2005). The Effects of Flexibility in Employee Skills, Employee Behaviors, and Human Resource Practices on Firm performance. Journal of Management, 31, 622-640.
Boon, C. and Kalshoven, K. (2014). How high commitment HRM relates to engagement and commitment: The moderating role of task proficiency, Human Resource Management, 53(3), 403–420.
Boxall, P., & Macky, K. (2009). Research and theory on highperformance work systems: Progressing the high-involvement stream, Human Resource Management Journal, 19(1), 2–23.
Chadwick, C. and Cappeli, P.(1999). Alternative to Generic Strategy Typologic in strategic Human Resource Management. In Wright, P., Dyer, L., Boudreau, J. and Milkovich, G. Research in personal and human Resources Management, Supplement 4, Greenwich, CT:JAI Press, Inc.
Collins , C. 2003 . Strategic human resource management and knowledge-creation capability : examining the black box between HR and firm performance . doctoral dissertation . University of Maryland , college park.
Delery , J . E .,& Shaw , J . D . 2004 . The strategic management of people in work organizations : review , synthesis and extension . Research in Personnel and Human Resources Management , 20: 165- 197
Dess, G. G.& Beard, D. W. (1984). Dimensions of organizational task environments. Administrative Science Quarterly, 29(1), 52−73.
Domínguez-Falcón, C., Domínguez-Falcón, C., Martín-Santana, J. D., Martín-Santana, J. D., De Saá-Pérez, P., & De Saá-Pérez, P. (2016). Human resources management and performance in the hotel industry: The role of the commitment and satisfaction of managers versus supervisors. International Journal of Contemporary Hospitality Management, 28(3), 490-515.
Dyer, L. and Shafer, R.A.(2002). Dynamic Organization: Achiving Marketplace and Organizational Agility With People . In Peterson , R. and Mannix, E (eds), Understanding the Dynamic Organizational , Management, 12(4):568-585.
Dyer, L., & Reeves, T.( 1995). HR strategies and firm performance: What do we know and where do we need to go? International Journal of Human Resource Management, 6: 656-670.
Fornell, C.& Larcker, D.F. (1981). Evaluating structural equation models with unobservable variables and measurement error, Journal of marketing research, 39-50.
Jansen, J. J. Vera, D.& Crossan, M. (2009). Strategic leadership for exploration and exploitation: The moderating role of environmental dynamism.The Leadership Quarterly, 20(1), 5-18.
Jansen, J. J. Van den Bosch, F. A. and Volberda, H. W. (2006). Exploratory innovation, exploitative innovation, and performance: effects of organizational antecedents and environmental moderators. Management Science, 52(11), 1661–1674.
Jansen, J. J. Van den Bosch, F. A. and Volberda, H. W. (2005). Exploratory innovation, exploitative innovation, and ambidexterity: the impact of environmental and organizational antecedents. Schmalenbach Business Review, 57, 351–63.
Huggins, R., & Izushi, H. (2015). The Competitive Advantage of Nations: origins and journey. Competitiveness Review, 25(5), 458-470.
k. Fraser and H.-H. Hvolby,(2010). Effective team working: can functional flexibility act as an enhancing factor? Team Performance Management, (16 ):74-94.
Lepak, D. P., & Snell, S. A. (2002). Examining the human resource architecture: The relationships among human capital, employment, and human resource configurations, Journal of Management, 28, 517–543.
Lu, K., Zhu, J., & Bao, H. (2015). High-performance human resource management and firm performance: The mediating role of innovation in China. Industrial Management & Data Systems, 115(2), 353-382.
Michie , J and sheehan,M (2005). Business Strategy, Human Resources, Labour Market Flexibility and Competitive Advantage, International Journal of Human Resource .
Motodwidlo, S.J. and Schmit ,M.J.(1998). Performance Assessmant in Uniqe Jobs. In Ilgan , D. and Pulakos.E.(eds), The Changing Nature of Performance Implication for Staffing , Motivation , and Development, San Francisco: Jossey-Bass,pp56-86.
Moynihan, L.M., Gardner,T.M. anoynihan, L.M., Gardner,T.M. and wright, P.M.(2002). High performance HR Practices and Customer Satisfaction: Emloyee process Mechanisms, working paper series of Center for Advanced Human Resource studies (CAHRS), Cornell University, working paper 02-09.
Moynihan, L.M., Gardner,T.M.,park,H.J. and wright P.M.(2001). High performance HR Practices and Customer Satisfaction: The Mediating Link of Commitment , working paper series of Center for Advanced Human Resource studies (CAHRS), Cornell University, working paper 01-14.
Ngoa H.-Y.and Loi, R. (2008). Human resource flexibility, organizational culture and firm performance: an investigation of multinational firms in Hung Kong. The Journal of Human Resource Management, 19,1654-1666.
Paauwe , J ., & Boselie , P. 2006 . Challenging strategic HRM and the relevance of the institiutional setting . Human Resource Management Journal , 13(3) : 56-70 .
Sanchez,.R, (2004). Preparing for an uncertain future. Managing organizations for strategic flexibility. International Studies of Management and Organizations, 27: 71-94.
Shafer R.A. & et al.(2001). Crafting a Human Resource Strategy to Foster Organizational Agility: A Case Study. Hum. Resour. Manage, 40: p. 197–211.
Tenenhaus, M. Amato, S.& Esposite Vinzi, V. (2004). A global goodness-of-fit index for PLS structural equation modeling. In Proceedings of the XLII SIS scientific meeting, 739-742.
Tsui, A. S., Pearce, J. L., Porter, L. W., & Tripoli, A. M. (1997). Alternative approaches to the employee-organization relationship: Does investment in employees pay off? Academy of Management Journal, 40, 1089–1121.
Youndt M.A and Snell, S.A (2004). Human resource configurations, intellectual capital, and organizational performance. Journal of Managerial Issues,16: 337-360.
van den Berg, P. T., & van der Velde, M. E. G. (2005). Relationships of functional flexibility with individual and work factors. Journal of Business and Psychology, 20: 111-129.
Valverde, M., Tregaskis, O., & Brewster, C. (2000). Labor flexibility and firm performance. International Advances in Economic Research, 6: 649-661.
Vinzi, V. E. Trinchera, L.& Amato, S. (2010). PLS path modeling: from foundations to recent developments and open issues for model assessment and improvement. Handbook of Partial Least Squares, 47-82.
Vivares, J. A., Sarache Castro, W. A., & Naranjo-Valencia, J. C. (2016). Impact of human resource management on performance in competitive priorities. International Journal of Operations & Production Management, 36(2).
Way, S. A., Tracey, J. B., Fay, C. H., Wright, P. M., Snell, S. A., Chang, S., & Gong, Y. (2012). Validation of a multidimensional HR flexibility measure. Journal of Management, 0149206312463940.
Wetzels, M. Odekkerken-Schroder, G.& Van Oppen, C. (2009). Using PLS path modeling for assessing hierarchical construct models: Guidelines and empirical illustration.MIS Quarterly, 33(1), 177.
Wojtczuk-Turek, A., & Turek, D. (2015). Innovative behaviour in the workplace: The role of HR flexibility, individual flexibility and psychological capital: the case of Poland. European Journal of Innovation Management, 18(3), 397-419.
Wright, P. M. , and Snell, S. A. (1994). Toward a Unifying Framework for Exploring Fit and Flexibility in Strategic Human Resource Management, Academy of Management Review, 23, pp. 756–772.
Wright , P., & Dunford , B .2004 . Human resource and the resource based view of the firm , Journal of Management , 27 : 701-721.
n the work force: challenges for employers”, Supervision; 67:17-21.
Tversky A, Kahneman D(1992) “ Advances in prospect theory: cumulative representation of uncertainty” Journal of Risk and Uncertainty; 5(4), 297–323.
Wakker P. Peter (2002) “prospect theory: much ado about nothing? actually support prospect theory” Management Science 2003, 49(7), 979–81.
Wenwena Shi, Fuchuan Jiang, Qiang Zheng, Jingjing Cui (2011) ”Analysis and control of human error” First international symposium on mine safety and engineering
Wu T.C (2011) “ The roles and functions of safety performance in Taiwan: Comparing the perceptions of safety professionals and safety educators” Journal of safety research, 45(5), pp 399-407
)