Articles scientifiques

Human Resources, Human Resource Management, and the Competitive Advantage of Firms: Towards a More Comprehensive Model of Causal Linkages

A. DABU, C. Chadwick

Organization Science

janvier-février 2009, vol. 20, n°1, pp.253-272

Départements : Management et Ressources Humaines


We maintain that human resources are strategically significant in at least three cases, when these resources (1) help create traditional Ricardian rents; (2) function as components of organizational capabilities that generate nontraditional Ricardian rents; and (3) are the source of technological and managerial innovations that produce entrepreneurial rents. Human resource management (HRM) activities, on the other hand, assume strategic significance by supporting the three cases above through a process that we call managerial entrepreneurship. Furthermore, HRM takes on different forms when supporting each of these types of rents. Hence, this rent-based view has greater potential to help explain the contribution of human resources to firms' competitive advantages than approaches that are grounded in the resource-based view (RBV) of the firm, which primarily reflects the Ricardian view of rents. Moreover, a rent-based approach suggests fruitful new ways to address many of the theoretic challenges confronting the strategic human resource management (SHRM) literature. Key Words: strategic HRM; rent theories; resource-based view; entrepreneurship; dynamic capabilities

In Charisma We Trust: The Effects of CEO Charismatic Visions on Securities Analysts

V. Misangyi, A. FANELLI, H. Tosi

Organization Science

novembre-décembre 2009, vol. 20, n°6, pp.1011-1033

Départements : Management et Ressources Humaines


Using a thematic text analysis of the initial letters to shareholders following a CEO succession event, we analyze whether CEO charismatic visions portrayed in this organizational discourse influence securities analysts' recommendations and forecasts. The results suggest that such projections of CEO charismatic visions are associated with the favorability of individual analyst recommendations and the uniformity of recommendations across analysts, but they also appear to be positively related to errors in individual analysts' forecasting of future firm performance. Key Words: CEO charisma; securities analysts; stock market as a social construction; discourse analysis

Knowledge, action and public concern, the logic underlying mediators' actions in French labour conflicts

F. Grima, G. TREPO

The International Journal of Human Resource Management

mai 2009, vol. 20, n°5, pp.1172-1190

Départements : Management et Ressources Humaines

Mots clés : Conflict management, Mediation, Negotiating tactics


Since the early 1980s, a rich research literature on mediation has evolved. Mediation is becoming the norm for organizations facing individual or collective conflicts. The lack of empirical research confuses what mediators do and why they do it, confusion made even worse by a strong cultural dimension. Based on interviews with 54 French labour mediators, we have identified four logics of actions and the explaining variables. On the whole they appear as less than neutral. Their own ideology and time constraints are salient variables

L'égalité professionnelle entre les hommes et les femmes est-elle soluble dans la diversité ?

J. LAUFER

Travail, genre et sociétés

avril 2009, n°21

Départements : Management et Ressources Humaines


Depuis quelques années, on constate en France et en Europe des progrès dans le domaine de l'égalité professionnelle entre les hommes et les femmes. Parallèlement, un débat s'est développé sur la question de la « diversité », dans la société et dans l'entre­prise. De nombreuses entreprises ont affiché une volonté de se mobiliser sur ces questions mais la façon de le faire suggère l'existence d'une certaine incertitude sur la manière d'articuler démarches d'égalité professionnelle et de diversité. Dans cette confrontation entre politiques d'égalité profession­nelle et de diversité, plusieurs types d'enjeux apparaissent. En effet, il apparaît que la différence de sexe n'est pas une diversité « comme les autres » et la démultiplication des catégories de la « diversité » peut conduire à une situation où le caractère trans­versal et universel du principe d'égalité, et notamment de l'égalité entre les sexes, peut perdre de son acuité. Ainsi, plus l'égalité se développe dans le sens d'une prise en compte de la diversité, plus il devient nécessaire d'en rappeler les « exi­gences » en particulier dans le contexte de l'emploi où, comme nous l'avons souligné, il y a des motifs de s'inquiéter de la « fragilité » du principe d'égalité.

Organizational Climate Configurations: Relationships to Collective Attitudes, Customer Satisfaction, and Financial Performance

M. SCHULTE, S. Shmulyian, C. Ostroff, A. Kinicki

Journal of Applied Psychology

mai 2009, vol. 94, n°3, pp.618-634

Départements : Management et Ressources Humaines, GREGHEC (CNRS)


PAS SOUS AFFILIATION HECResearch on organizational climate has tended to focus on independent dimensions of climate rather than studying the total social context as configurations of multiple climate dimensions. The authors examined relationships between configurations of unit-level climate dimensions and organizational outcomes. Three profile characteristics represented climate configurations: 11) elevation, or the mean score across climate dimensions; (2) variability, or the extent to which scores across dimensions vary: and (3) shape. or the pattern of the dimensions. Across 2 studies (1,120 employees in 120 bank branches and 4,317 employees in 86 food distribution stores), results indicated that elevation was related to collective employee attitudes and service perceptions, while shape was related to customer satisfaction and financial performance. With respect to profile variability, results were mixed. The discussion focuses on future directions for taking a configural approach to organizational climate.

Contacts  

Département Management et Ressources Humaines

Campus HEC Paris
1, rue de la Libération
78351 Jouy-en-Josas cedex
France

Faculté  

Roxana BARBULESCU

Management et Ressources Humaines (GREGHEC)

Voir le CV

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