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 ?


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.

Organizational expatriates and self-initiated expatriates: Who adjust better to work and life in Japan ?

V. PELTOKORPI, F. Jintae Froese

The International Journal of Human Resource Management

mai 2009, vol. 20, n°5, pp.1096-1112

Départements : Management et Ressources Humaines

Expatriates are often presented in the cross-cultural adjustment literature as a homogeneous, broad population. However, recent research that makes a distinction between organizational expatriates (OEs), those who are dispatched by their home companies to international posts, and self-initiated expatriates (SIEs), those who themselves make the decision to live and work abroad, has identified significant differences between the two groups. The present study compares the cross-cultural adjustment of these two groups of expatriates. Survey results of 179 expatriates in Japan show that SIEs are better adjusted to general aspects of their host country and interactions with host-country nationals than OEs. Suggestions for practice are provided. Keywords: Cross-cultural Adjustment; Japan; Organizational Expatriate; Self-Initiated Expatriate

Potential space : The threatened source of individual and collective creativity



2009, vol. 11, pp.16-35

Départements : Management et Ressources Humaines

Psychic Imprisonment and Its Release within Organizations and Working Relationships


Organisational and Social Dynamics

2009, vol. 9, n°1, pp.1-20

Départements : Management et Ressources Humaines

Structure! Agency! (And other Quarrels): Meta-Analyzing Institutional Theories of Organization

P. P. M. A. R. Heugens, M. LANDER

Academy of Management Journal

février 2009, vol. 52, n°1, pp.61-85

Départements : Management et Ressources Humaines, GREGHEC (CNRS)

The motivated use of moral principles

E. L. UHLMANN, D. Pizarro, D. Tannenbaum, P. Ditto

Judgment and Decision Making

octobre 2009, vol. 4, n°6, pp.476-491

Départements : Management et Ressources Humaines

Five studies demonstrated that people selectively use general moral principles to rationalize preferred moral conclusions. In Studies 1a and 1b, college students and community respondents were presented with variations on a traditional moral scenario that asked whether it was permissible to sacrifice one innocent man in order to save a greater number of people. Political liberals, but not relatively more conservative participants, were more likely to endorse consequentialismwhen the victim had a stereotypically White American name than when the victim had a stereotypically Black American name. Study 2 found evidence suggesting participants believe that the moral principles they are endorsing are general in nature: when presented sequentially with both versions of the scenario, liberals again showed a bias in their judgments to the initial scenario, but demonstrated consistency thereafter. Study 3 found conservatives were more likelyto endorse the unintended killing of innocent civilians when Iraqis civilians were killed than when Americans civilians were killed, while liberals showed no significant effect. In Study 4, participants primed with patriotism were more likely to endorse consequentialism when Iraqi civilians were killed by American forces than were participants primed with multiculturalism. However, this was not the case when American civilians were killed by Iraqi forces. Implications for the role of reason in moral judgment are discussed.Keywords: moral judgment, motivated reasoning, consequentialism, deontology