Flexing to outperform: workforce differentiation, HR flexibility and firm performance

IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Paula Apascaritei, Marta M. Elvira, María Rodríguez-García
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引用次数: 0

Abstract

Purpose

Resource orchestration theory proposes that firms need resources, capabilities, and horizontal and vertical alignment to achieve high performance. Thus, we investigate which combinations of horizontal fit of resources (commitment-based HR systems for managers and nonmanagers) and capabilities (HR flexibility) together with vertical fit with business strategy (innovation versus cost leadership strategies) relate to superior performance.

Design/methodology/approach

Our study is based on a sample of 113 Spanish firms from which we collected data on commitment-based HR systems for managers and nonmanagers, HR flexibility, business strategy and performance. We employ a fuzzy set qualitative comparative analysis (fsQCA) to analyze which configurations lead to firm performance.

Findings

The empirical analysis shows that both HR practices and policies (commitment-based HR systems) and HR capabilities (HR flexibility) need to be aligned for high performance. The path for performance is comprised of a combination of commitment-based HR systems for staff and HR flexibility and by the absence of an innovation strategy or commitment-based HR systems for managers, HR flexibility, and a cost leadership strategy. We also find four paths where performance relies on efficiently combining an innovation and cost leadership business strategy.

Originality/value

Our findings make three key contributions to the literature. First, we help elucidate multicausal relationships inside the black box of the “HR–performance” relationship for firm performance. Second, we study the vertical fit with business strategy by considering innovation and cost leadership strategies. Third, we analyze multicausal pathways, thus uncovering different combinations of resources and capabilities for performance.

灵活变通,超越业绩:劳动力差异化、人力资源灵活性和公司业绩
目的资源协调理论认为,企业需要资源、能力以及横向和纵向的协调才能实现高绩效。因此,我们研究了资源的横向匹配(针对经理人和非经理人的基于承诺的人力资源系统)和能力(人力资源的灵活性)与业务战略的纵向匹配(创新战略与成本领先战略)的组合与卓越绩效的关系。研究结果实证分析表明,人力资源实践和政策(基于承诺的人力资源系统)以及人力资源能力(人力资源灵活性)都需要与高绩效相匹配。绩效路径由员工承诺型人力资源系统和人力资源灵活性相结合,以及缺乏创新战略或管理者承诺型人力资源系统、人力资源灵活性和成本领先战略组成。我们还发现了绩效依赖于有效结合创新和成本领先业务战略的四种路径。首先,我们帮助阐明了企业绩效 "人力资源-绩效 "关系黑箱中的多因果关系。其次,通过考虑创新和成本领先战略,我们研究了与业务战略的纵向匹配。第三,我们分析了多因果路径,从而揭示了资源和能力的不同组合对绩效的影响。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
8.40
自引率
11.40%
发文量
80
期刊介绍: ■Employee welfare ■Human aspects during the introduction of technology ■Human resource recruitment, retention and development ■National and international aspects of HR planning ■Objectives of human resource planning and forecasting requirements ■The working environment
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