Journal articles on the topic 'Flexible firm'
To see the other types of publications on this topic, follow the link: Flexible firm.
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 journal articles for your research on the topic 'Flexible firm.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse journal articles on a wide variety of disciplines and organise your bibliography correctly.
1
Choi, Hyang-Mi, and Hyun-Jung Park. "Flexible Work Arrangements and Financial Performance in Korea." International Academy of Global Business and Trade 18, no. 3 (June 30, 2022): 1–15. http://dx.doi.org/10.20294/jgbt.2022.18.3.1.
Full textAbstract:
Purpose - The purpose of this paper is to verify the effectiveness of various types of flexible work arrangements and to provide implications on financial performance. This study further examined the effects of flexible work arrangements on firm performance depending on the size of firms.
Design/Methodology/Approach - Using the panel data collected from 2016 to 2018, the study performed multiple regression analyses to analyze the effects of introduction and practical utilization of flexible work arrangements on firm performance, respectively. This study used the panel data of flexible work arrangements from the Korean Women Manager Panel Survey by the Korean Women's Development Institute.
Findings - We found that firm performance was not enhanced by mere introduction of flexible work arrangements. The empirical results provided evidence that the utilization of work from home positively affected firm performance, while the other flexible work arrangements did not have significant effects on firm performance. The findings were more evident in smaller companies, where the utilization of work from home was positively related to firm performance, and flexi-time was negatively related. For larger companies, flexible working hour utilization was positively related to firm performance.
Research Implications - The use of flexible working hours could be of help for larger companies with relatively more rigid culture. Flexi-time utilization could sacrifice financial performance for smaller firms, implying that having core hours might be more crucial for these companies to prevent potential communication problems. The use of work from home may benefit smaller companies with relatively more compact teams or a simpler structure.
2
KASHEFI, Mohammad Ali. "EFFECT OF SALVAGE MARKET ON STRATEGIC TECHNOLOGY CHOICE AND CAPACITY INVESTMENT DECISION OF FIRM UNDER DEMAND UNCERTAINTY." Journal of Business Economics and Management 17, no. 1 (February 24, 2016): 140–55. http://dx.doi.org/10.3846/16111699.2012.734325.
Full textAbstract:
This paper examines the effect of salvage market on technology choice and capacity investment decision of two firms that compete on quantity under demand uncertainty. A game theoretic model applies such that firms choose their production technology between two alternatives: flexible versus inflexible production process. Then they decide on the amount of capacity investment: flexible firm makes decision about general and specific components and inflexible firm just about unified component. One stage forward both enter the primary market in which demand is uncertain and play a la Cournot and finally, flexible firm will be able to sell its unsold general components in the secondary market with a deterministic price. Numerical study was employed to observe equilibrium behavior of firms. Findings demonstrate that with symmetric parameterization there is a unique Nash equilibrium in which both firms choose inflexible technology while applying asymmetric parameters has the potential to form two types of equilibrium when both firms choose inflexible technology or only one firm chooses flexible technology. Moreover, it is shown that there is a cost threshold that could shift the equilibria.
3
Anell, Barbro I., and Timothy L. Wilson. "The flexible firm and the flexible coworker." Journal of Workplace Learning 12, no. 4 (June 2000): 165–70. http://dx.doi.org/10.1108/13665620010332831.
Full text
4
Ab Wahab, Mastura, and Ekrem Tatoglu. "Chasing productivity demands, worker well-being, and firm performance." Personnel Review 49, no. 9 (March 19, 2020): 1823–43. http://dx.doi.org/10.1108/pr-01-2019-0026.
Full textAbstract:
PurposeThis study aims to examine the impact of chasing productivity demands on worker well-being and firm performance in manufacturing firms in Malaysia. Flexible work arrangements and human resources support are used as moderators to mitigate the adverse impacts associated with chasing productivity demands.Design/methodology/approachData were collected from 213 workers from manufacturing firms through a survey questionnaire utilizing structural equation modeling.FindingsThe findings of the study show that flexible work arrangements play a significant role in moderating the relationship between chasing productivity demands and well-being, and between chasing productivity demands and firm performance. The study also shows that flexible work arrangements are important to buffer the adverse effects of chasing productivity demands on worker well-being. In addition, flexible work arrangements strengthen the positive effect of worker well-being on firm performance.Research limitations/implicationsThis study highlights the importance of flexible work arrangements in overcoming the negative impact of the relationship between chasing productivity demands and worker well-being and strengthening the positive impact of the relationship between worker well-being and firm performance.Originality/valueThis study has extended the variable of chasing productivity demands in the existing literature on the job demands–job control model, specifically in manufacturing firms.
5
Prowse, Peter. "Assessing the Flexible Firm." Management Research News 13, no. 6 (June 1990): 15–16. http://dx.doi.org/10.1108/eb028092.
Full text
6
Prowse, Peter. "Assessing the Flexible Firm." Personnel Review 19, no. 6 (June 1990): 13–17. http://dx.doi.org/10.1108/eum0000000000782.
Full text
7
Anwar, Jamil, and SAF Hasnu. "Strategic patterns and firm performance: comparing consistent, flexible and reactor strategies." Journal of Organizational Change Management 30, no. 7 (November 13, 2017): 1015–29. http://dx.doi.org/10.1108/jocm-03-2016-0053.
Full textAbstract:
Purpose Firms face the paradox of adapting change and remaining stable to control uncertainty simultaneously to maintain their competitive position because both aspects are essential for the firm’s effectiveness. This has raised a debate in the contemporary literature that whether firms should remain consistent or adapt flexibility in their strategic choice to produce better performance? The supporters of both the arguments provide substantial evidence in their favor. The purpose of this paper is to investigate the strategy-performance relationship in this context along with contingent effect of firm size and industry. Design/methodology/approach Empirical analysis using seven years financial data of 307 joint stock firms from 12 industries is done by applying Miles and Snow strategic typology. Scoring method is used to classify the strategic orientation of the firms. Univariate and multivariate regression models are applied to investigate the influence of strategy, firm size, and industry on firm performance both individually and collectively. Findings The results show that most of the firms in Pakistan are consistent in their strategic stance (43 percent) followed by flexible (40 percent) and reactors (17 percent). The mean differences in the performance of consistent, flexible, and reactor strategies show that both consistent and flexible strategies performed equally well and outperformed the reactors. However, there is significant variation in the performance of the strategic types due to the variation in firm size and industries whereas the contingent effect of firm size, industry, and strategy is statistically insignificant. Originality/value The methodology used for the identification of transition of strategic stance of the firms over time to know the consistent, flexible, and reacting behavior of the firms from archived data is the important contribution to the literature. The methodology can be replicated in longitudinal studies for identification of strategic groups in typological research.
8
Raturi, Amitabh S., and Eric P. Jack. "Creating a volume-flexible firm." Business Horizons 47, no. 6 (November 2004): 69–78. http://dx.doi.org/10.1016/j.bushor.2004.09.010.
Full text
9
Acs, Zoltan J., David B. Audretsch, and Bo Carlsson. "Flexible technology and firm size." Small Business Economics 3, no. 4 (December 1991): 307–19. http://dx.doi.org/10.1007/bf01840612.
Full text
10
KAIKKONEN, VIRPI. "EXPLORING THE DILEMMAS OF SMALL BUSINESS GROWTH - THE CASE OF RURAL FOOD-PROCESSING MICRO FIRMS." Journal of Enterprising Culture 14, no. 02 (June 2006): 87–104. http://dx.doi.org/10.1142/s0218495806000076.
Full textAbstract:
The study discusses the development and growth of rural food-processing micro firms, and whether such firms are growth-oriented and under which conditions they are growth-oriented. The study shows that there are micro firms that are growth-oriented in rural areas. However, rural micro firm owners want to achieve their firm's growth by using their own and the family's resources and capabilities, and by avoiding risks. Furthermore, the study shows that when a small-scale firm wants to grow and seeks new market opportunities, bottlenecks in production begin to hold back the development of the firm. It seems that micro firm owners try to find machinery that is more automated than what they have, but of a size that is suitable for their production and their short-term expansion plans. The position of micro firms in the food sector makes production planning a challenge for them; small firms need to be flexible in production, and at the same time they must pay attention to cost elements. Therefore, production should become more automated and still stay flexible.
11
Pollert, Anna. "The `Flexible Firm': Fixation or Fact?" Work, Employment and Society 2, no. 3 (September 1988): 281–316. http://dx.doi.org/10.1177/0950017088002003002.
Full textAbstract:
The model of the `flexible firm' has gained a prominent role in shaping debate about labour market flexibility and employment restructuring in the 1980s. It argues that employers are increasingly segmenting their workers between a permanent `core' of full-time employees, and a `periphery' of part-time, temporary, subcontract and `outsourced' workers. The `core' provides `functional flexibility' through lowered job demarcations and multi-skilling, while the `periphery' provides `numerical flexibility'. This paper argues that these generalisations are based on very selective cases, and reviews evidence which shows that restructuring follows far more complex and uneven lines than this polarisation, which if anything is better reflected in the public sector, which the model omits. The `flexible firm' conflates employment developments due to sectoral restructuring, with `new' `manpower policies', masking the importance of continuities and qualitative changes within these. While registering the increasing vulnerability of many workers, the model fails to note that for many, this is not `new', nor that the dynamic of the eighties is attacking the strength of all workers, including the so-called `core'. Conceptually, the notion of `core' and `periphery' is confused, circular and value laden. The model is criticised for blurring description, prediction and prescription in an ambiguous futurology which slips between research reportage and `best practice' policy. Even here it is ambiguous, and dubious from management's own point of view. Finally, its concern with labour market flexibility is set within the current international climate of neo-classical revival, and the model's institutional interface between Government labour market polices and `leading edge' firms.
12
Gordon, Catherine E. "Flexible Workplace Practices: Employees’ Experiences in Small IT Firms." Articles 69, no. 4 (January 21, 2015): 766–84. http://dx.doi.org/10.7202/1028111ar.
Full textAbstract:
This paper examines how employees experience flexible workplace practices (FWPs), such as flex-time, in the context of small firms. Past research consistently documents that employees’ experiences vary according to whether or not the workplace culture is supportive of FWPs and work-life balance needs. Studies, however, typically use individual level data or focus on large companies. Little research has focused on the experiences of employees of small firms. Possibly, employees of small firms have somewhat unique experiences of FWPs because of the workplace context. Like past research, this paper considers how gender and age relations structure the workplace. Also taken into account are the control strategies that management employs over the workforce.Data are taken from a Canadian study on small information technology (IT) firms that employed between four and 21 individuals. A multiple case study of 17 firms is conducted using web-surveys, semi-structured interviews, case study reports, field notes, and HR policy documents. Three different workplace contexts emerged among study firms based on their flexibility and workplace culture with respect to time. Some of these workplaces reproduced hegemonic gender, age, and class expectations, whereas others somewhat challenged them. The three firm-types did not vary according to firm-specific characteristics, such as business specialization, but patterns with regard to age and gender characteristics of the owners and employees were evident. Employees’ experiences varied according to where they worked. The findings suggest that similar and different processes occur in small firms compared to the large companies often studied in the literature. Like large firms, small firms are not neutral or based on a consensus. Small firm employees, however, may be considerably more vulnerable.
13
Sugur, Nadir. "Small Firm Flexibility in Turkey: The Case of OSTIM Industrial District at Ankara." New Perspectives on Turkey 16 (1997): 87–104. http://dx.doi.org/10.1017/s089663460000265x.
Full textAbstract:
This study draws upon fieldwork to examine the role of the small firm in developing countries with special reference to the Turkish case. The fieldwork was conducted at OSTIM during 1992-93. The study will critically examine the theory of ‘flexible specialization’, which claims that certain developments in capitalist economies, such as a rapid change and differentiation in demand and growth of trade unionism in large production plants, increasingly undermine the system of mass production in large scale firms, and thus favor the growth of small firms. More specifically, it will inquire whether the Turkish case confirms the growth of the small firm sector of the economy in relation to the use of new technology, flexible production techniques, flexible work force and design.
14
Cañibano, Almudena. "Workplace flexibility as a paradoxical phenomenon: Exploring employee experiences." Human Relations 72, no. 2 (May 14, 2018): 444–70. http://dx.doi.org/10.1177/0018726718769716.
Full textAbstract:
How do employees of dynamic consulting firms deal with their demanding professional environment, where they must be accessible, responsive and flexible seemingly around the clock? This case study of a large consulting firm explores employee experiences of flexible working through the lens of paradox. It finds that flexible working far exceeds the set of approved flexible work arrangements and practices enshrined in formal HR policies. Rather, individuals develop varied perceptions, expectations and ways of organizing flexible working, which emerge and evolve as they accumulate experience in a context where client-focused responsiveness is key. The article argues that flexible working is part of the deeper psychological contract between professional employees and the firm. This allows us to better understand how the paradoxical tensions that characterize workplace flexibility are experienced as evolving combinations of contributions and inducements. Employees manage these tensions in different ways, including vacillating between polar opposites and integrating contradictory elements, creating an overall mental picture of their flexible working experience.
15
Bilyay-Erdogan, Seda. "DOES FINANCIAL FLEXIBILITY ENHANCE FIRM VALUE? A COMPARATIVE STUDY BETWEEN DEVELOPED AND EMERGING COUNTRIES." Business: Theory and Practice 21, no. 2 (October 30, 2020): 723–36. http://dx.doi.org/10.3846/btp.2020.12680.
Full textAbstract:
This paper investigates the effect of financial flexibility on firm value, on a comparative basis between developed and emerging countries in Europe. Our dataset covers 4,334 companies from 15 developed and 1,436 companies from 6 emerging countries in Europe for the period between 2000 and 2016. First, depending on companies’ maintenance of leverage that is below-predicted levels for a successive number of years, I identify the financially flexible companies in the sample. Second, I examine whether financial flexibility affects firm value. Our results demonstrate that firms’ financial flexibility positively contributes to firm value in all estimations. Furthermore, this study presents unprecedented evidence that the effect of financial flexibility on firm value is more significant for emerging countries when compared to developed countries in Europe. Moreover, I demonstrate for the first time that firm characteristics, including firm size and age, which proxy for asymmetric information within a company, negatively moderate the relationship between flexibility and firm value. Managers, both in developed and in emerging countries, who aim to surge their firm value up, should give importance to the maintenance of financial flexibility in their capital structure decisions. Last, managers of relatively smaller and younger companies should put more emphasis on becoming financially flexible if they want to improve their firms’ value.
16
Hunter, Laurie, Alan McGregor, John Maclnnes, and Alan Sproull. "The ‘Flexible Firm’: Strategy and Segmentation." British Journal of Industrial Relations 31, no. 3 (September 1993): 383–407. http://dx.doi.org/10.1111/j.1467-8543.1993.tb00404.x.
Full text
17
Chang, Heng-Yu, and Chun-Ai Ma. "Financial flexibility, managerial efficiency and firm life cycle on firm performance." Journal of Advances in Management Research 16, no. 2 (April 23, 2019): 168–80. http://dx.doi.org/10.1108/jamr-06-2017-0072.
Full textAbstract:
Purpose As the capital market in China is still developing, several constraints on a Chinese-listed firm’s financing strategy have a direct impact on its financial flexibility. The purpose of this paper is to reconstruct traditional financial flexibility index (FFI) derived from the western context, provide empirical evidence within eastern context by modified FFI and examine how the managerial efficiency of Chinese-listed firms is demonstrated with modified FFI to escort corporate life cycle hypothesis. Design/methodology/approach By tailored FFI to fit the contemporary operations of Chinese-listed firms, this study investigates how managerial efficiency varies across different life stages to demonstrate the moderating power in the firm performance of financially flexible firm. Findings It is found that financially flexible firms in the Chinese stock market generally experience good firm performance, yet the managerial efficiency could gradually be diminishing at their mature stage even firms’ financial flexibility remains consistent with the agency theory. This paper sheds light on the necessity to reexamine the components in financial flexibility based on the eastern context, and provides avenue to further understand the managerial behavior of Chinese listed firms when considering firm life cycles. Research limitations/implications Although it is difficult for this current study to offer the precise weights on each factor in calculating financial flexibility, the judgment matrix method is adopted to at least provide reliable estimates in accordance with Chinese business contexts with less than 10 percent errors in contrast to the actual weights. Practical implications This modified FFI is particularly suitable for Chinese-listed firms under certain unique financial reporting regulations by adjusting a number of weights and factors. This study may help practitioners understand the managerial conduct of publicly listed firms in China. Originality/value The paper constructs a modified FFI with Chinese stock market characteristics embedded, and provides insightful evidence to explain the new pecking order theory by considering the life cycle stage of Chinese-listed companies.
18
Linos, Katerina, and Tom Pegram. "The Language of Compromise in International Agreements." International Organization 70, no. 3 (2016): 587–621. http://dx.doi.org/10.1017/s0020818316000138.
Full textAbstract:
AbstractTo reach agreement, international negotiators often compromise by using flexible language: they make controversial provisions vague, or add options and caveats. Does flexibility in agreement language influence subsequent state behavior? If so, do states follow both firm and flexible language somewhat, as negotiators hope? Or do governments respond strategically, increasing their energies on firmly specified tasks, and reducing their efforts on flexibly specified ones? Testing theories about agreement language is difficult because states often reserve flexible language for controversial provisions. To make causal claims, we study an unusually drafted agreement in which states had almost no opportunity to dilute agreement language. We examine the influence of the 1991 Paris Principles on the Design of National Human Rights Institutions (NHRIs), using an original data set of twenty-two institutional safeguards of NHRIs in 107 countries, and case studies. We find that variations in agreement language can have large effects on state behavior, even when the entire agreement is nonbinding. Both democracies and authoritarian states followed the principles' firm terms closely. However, authoritarian states either ignored or reduced their efforts on flexibly specified tasks. If flexibly specifying a task is no different from omitting it altogether, as our data suggest, the costs of compromise are much greater than previously believed.
19
Cho, Jin-Wan, AiLian Bian, and Kyung-In Park. "Currency Crises and Exchange Rate Exposure." Journal of Derivatives and Quantitative Studies 21, no. 1 (February 28, 2013): 49–70. http://dx.doi.org/10.1108/jdqs-01-2013-b0002.
Full textAbstract:
While undergoing currency crises, countries under fixed exchange rate regime elect to adopt flexible exchange rate regime. It is generally expected that if a country launches floating exchange rate regime, the exchange rate volatility increases. Therefore, the increase in exchange rate volatility may increase exposures to currency risks at the firm level. Previous research, however, such as Bian, Park and Cho (2006) shows that right after the currency crisis of 1997~1998, currency risk exposure for Korean firms actually decreased after the government adopted flexible exchange rate regime. In this study, we intend to study the effects of changes in exchange rate regimes on foreign currency exposures at the firm level around the currency crises in the 1990s using worldwide data. We use 2116 firms in 23 countries finds evidence that exchange rate exposure of majority of firms decreases after the financial crises. In a sub-sample analysis in which sub-samples are created depending on whether the home country changed exchange rate regime from fixed to flexible, we find that the reduction of exposure was greater for firms in countries that changed the regimes than those in countries that did not.
20
Lewis, Vivien. "OPTIMAL MONETARY POLICY AND FIRM ENTRY." Macroeconomic Dynamics 17, no. 8 (August 30, 2012): 1687–710. http://dx.doi.org/10.1017/s1365100512000272.
Full textAbstract:
This paper characterizes optimal monetary policy in an economy with endogenous firm entry, a cash-in-advance constraint, and preset wages. Firms must make profits to cover entry costs; thus the markup on goods prices is efficient. However, because leisure is not priced at a markup, the consumption–leisure trade-off is distorted. Consequently, the real wage, hours, and production are suboptimally low. Because of the labor requirement for entry, insufficient labor supply also implies that entry is too low. This paper shows that in the absence of fiscal instruments such as labor income subsidies, the optimal monetary policy achieves higher welfare under sticky wages than under flexible wages. The policy maker uses the money supply instrument to raise the real wage—the cost of leisure—above its flexible-wage level, in response to expansionary shocks to productivity and entry costs. This increases labor supply, expanding production and firm entry.
21
Untoro, Wisnu, and Reza Rahardian. "Firm size and diversification strategies: Does labor intensity matter?" Corporate Ownership and Control 12, no. 4 (2015): 327–31. http://dx.doi.org/10.22495/cocv12i4c2p8.
Full textAbstract:
This paper examines the impact of firm size on business and international diversification strategies. Using a novel dataset, we study 294 Indonesian publicly traded firms in a cross-section research. Controlling for past performance, firm age and industry dummies, we do find, as we expect, that large firms tend to diversify their business as well as their geographic segments. We also extend this study by looking at the moderating role of labor intensity in the impact of firm size on diversification strategies. Our results show that large firms could broaden their geographic area of sales more easily when they do not face labor constraint. Less labor intensive firms could be more flexible to bring their business into a wider coverage.
22
LORENZ, EDWARD H. "Trust and the Flexible Firm: International Comparisons." Industrial Relations 31, no. 3 (September 1992): 455–72. http://dx.doi.org/10.1111/j.1468-232x.1992.tb00320.x.
Full text
23
von Eije, Henk, Abhinav Goyal, and Cal B. Muckley. "Flexible firm-level dividends in Latin America." Finance Research Letters 23 (November 2017): 133–36. http://dx.doi.org/10.1016/j.frl.2017.02.012.
Full text
24
Tshipa, Jonty, and Thabang Mokoaleli-Mokoteli. "The South African code of corporate governance. The relationship between compliance and financial performance: Evidence from South African publicly listed firms." Corporate Ownership and Control 12, no. 2 (2015): 149–69. http://dx.doi.org/10.22495/cocv12i2p12.
Full textAbstract:
Using both Return On Assets (ROA) and Tobin’s Q as proxies for performance, the study seeks to explore if better governed firms exhibit greater financial performance than poorly governed firms. The paper employs a panel study methodology for a sample of 137 Johannesburg Stock Exchange (JSE) listed firms between 2002 and 2011. The results show that the compliance levels to corporate governance in South Africa (SA) has been improving since 2002 when King II came into force. However, the compliance level in large firms appears to be higher than in small firms. Further, the findings show that the market value of large firms is higher than that of small firms. These results largely support the notion that better governed firms outperforms poorly governed firms in terms of financial performance. Notably, the empirical results indicate that board size, CEO duality and the presence of independent non-executive directors positively impact the performance of a firm, whereas board gender diversity, director share-ownership and frequency of board meetings have no impact on firm performance. This suggests that greater representation of independent non-executive director, a larger board size and the separation of CEO and Chairman should be encouraged to enhance firm performance. Unexpectedly, the presence of internal key board committees, such as remuneration, audit and nomination, negatively impact firm performance. Similar to UK, South Africa has a flexible approach to corporate governance, in which listed firms are required to apply or explain non-conformance to King recommendations. This study has policy implications as it determines whether the flexible corporate governance approach employed by SA improves corporate governance compliance than the mandatory corporate governance approach as employed by countries such as Sri Lanka and US, and whether compliance translates into firm performance. The significant finding of this study is that compliant firms enjoy a higher firm performance as measured by ROA and Tobin’s Q. This implies that compliance to corporate governance code of practice matters, not just as box ticking exercise but as a real step change in the governance of South African listed firms. This paper fulfils an identified need of how compliance to corporate governance influences firm performance in South Africa. The findings have implications to JSE listing rules, policy, investor confidence and academia.
25
Moore, Marc T. "The gig economy: a hypothetical contract analysis." Legal Studies 39, no. 4 (June 28, 2019): 579–97. http://dx.doi.org/10.1017/lst.2019.4.
Full textAbstract:
AbstractGig work and other flexible labour practices have been subject to unprecedented levels of attention recently. While this topic has attracted significant interest from employment lawyers, it remains relatively underexplored from other pertinent legal and inter-disciplinary angles. This paper will adopt an alternative perspective on flexible work inspired by Coase's theory of the firm. Focusing on the implications of flexible work for the relative allocation of control, risk and reward within the firm, it will highlight how both task-oriented (gig) and on-demand (casual) work practices typically entail workers assuming most of the positional disadvantages associated with orthodox employment and self-employment, while enjoying none or few of the corresponding advantages. Using a hypothetical contract analysis, it will highlight the structural similarity between flexible work and unsecured financial investments in business firms by reference to key strands of institutional economics and law and finance literature. On this basis, it will enquire as to optimal forms of compensation that rational flexible workers can (counter-factually) be regarded as bargaining for in the absence of impediments to efficient contracting, and as the price for trading off their traditional employment guarantees.
26
CROWLEY, FRANK, and JANE BOURKE. "THE INFLUENCE OF HUMAN RESOURCE MANAGEMENT SYSTEMS ON INNOVATION: EVIDENCE FROM IRISH MANUFACTURING AND SERVICE FIRMS." International Journal of Innovation Management 21, no. 01 (January 2017): 1750003. http://dx.doi.org/10.1142/s1363919617500037.
Full textAbstract:
The ability of firms to maximise their innovative potential is fundamental to economic growth. The successful implementation of human resource management (HRM) practices is important for firm performance, and there is a growing understanding of the benefits to firms when HRM practices are applied together. We investigate if HRM practices are significantly more effective when implemented as ‘bundles’ or ‘systems’ of complementarities than when they are implemented individually in Irish manufacturing and service firms. The National Workplace Survey (2009a), a dataset rich with information on HRM practices at the firm level, is employed. HRM bundles relating to performance management and appraisal, knowledge sharing and involvement and empowerment in decision-making are all positively associated with innovation in manufacturing and service firms, and bundles of flexible employment contracts practices positively influence innovation in service firms. In summary, HRM practices when applied together, rather than in isolation, are important for firm innovation.
27
Jiang, Yanmin, and Rui-Na Fan. "Capacity Investment and Process Efficiency at Flexible Firms." Mathematics 10, no. 10 (May 15, 2022): 1692. http://dx.doi.org/10.3390/math10101692.
Full textAbstract:
When firms are endowed with volume flexibility, capacity investment may influence the subsequent production process via affecting the structure of production cost. Yet, the strategic interaction between capacity and production decisions has not been adequately addressed. In this paper, we consider two firms serving one market under price sensitive and uncertain demand. Firms incur costs to build capacity and produce. The firm’s capacity affects production cost through its influence on process efficiency, while the specific effects on the two firms differ. We establish a two-stage game-theoretical framework to characterize the problem and obtain two firms’ equilibrium capacity and production decisions. The results show that the firm whose process efficiency is more prone to improving as capacity expands will invest in more capacity and achieve a more efficient process, provided that production is not overly labor and material intensive. However, its competitor will spin off capacity and suffer profit reduction. Moreover, the firms are encouraged to scale up capacity investment to achieve a more efficient process in an expanding and more volatile market.
28
KARLSON, BRIAN, and LISA CALLAGHER. "WHICH UNIVERSITY TO PARTNER WITH: AN INVESTIGATION INTO PARTNER SELECTION MOTIVES AMONG SMALL INNOVATIVE FIRMS." International Journal of Innovation Management 16, no. 03 (June 2012): 1240002. http://dx.doi.org/10.1142/s1363919612400026.
Full textAbstract:
The paper explores small innovative firms' motives for selecting university partners. As well as risk-reducing, cost-reducing, and value creating motives that are established in the literature, "enabling" is proposed as a fourth motive, which asserts that firms select university partners that enable the firm to remain flexible and adaptable in commercialising early-stage innovations.
29
Vela-Jiménez, María-José, Ángel Martínez-Sánchez, Manuela Pérez-Pérez, and Silvia Abella-Garcés. "How environmental changes and cooperation moderate labour flexibility and firm performance?" Personnel Review 43, no. 6 (August 26, 2014): 915–36. http://dx.doi.org/10.1108/pr-01-2013-0014.
Full textAbstract:
Purpose – The purpose of this paper is to further explore the relationship between several dimensions of human resource (HR) flexibility and firm performance by introducing two moderator effects: inter-organizational cooperation and environmental changes. There is need for such studies because the relationship between HR flexibility and firm performance remains ambiguous and inconclusive. Whereas some theoretical perspectives and empirical evidences suggest the need to develop and support full-time and permanent employees, others argue that flexible labour relations are beneficial to firm performance. One of the reasons that could explain the lack of conclusive evidences is the scarce use of moderator effects. Design/methodology/approach – Research hypotheses are tested by structural equation analysis with data from a sample of 156 Spanish companies from different sectors. Findings – The results confirm the positive influence of internal HR flexibility on firm performance whereas the influence of external flexibility depends of each dimension in relation to the level of knowledge involved. However, the main finding is that environmental changes and cooperation moderate positively the relationship between functional flexibility and financial performance, as well as between external high skilled expertise and performance (at total level and its subcategories) which focus the importance of flexibility in their contribution to accessing and deploying knowledge into the firm. Research limitations/implications – Main limitations are the small sample size, the use of cross-sectional data and a structured questionnaire. Longitudinal studies and larger samples should test the causal relationships suggested by the results of the paper. The assessment of flexibility at the enterprise level could also be extended in future studies at the network level since some firms may obtain functional and numerical flexibility through its relationships with other companies in networks. The study of the relationships between different combinations of flexible work and firm performance, considering different groups of employees, could follow from the recommendations of moderator effects found in this research. Practical implications – Executives need to consider how the different units in the organizational structure interface with the contextual environmental, and they also need to understand the performance implications of different HR flexibility practices because their implications may change according to the exogenous business environment. The authors have found that the contribution of high skilled expertise from consulting/contracting firms is going to be more important than the contribution of short-term hires and temporary agency workers. Experts from outside not only bring knowledge of industry best practices into the firm that supports the innovative output, but they can also contribute to improve financial and relational performance. The results also suggest that external high skilled expertise may be more beneficial to the firm in highly changing environments than in more stable environments. Originality/value – Two are the main contributions of the paper: first, it analyses the influence of a comprehensive group of HR flexible practices on three different dimensions of firm performance which helps to understand in greater detail the causal mechanisms that link HR flexibility and firm performance in comparison to other studies that are more focused on singular flexible practices and measures of firm performance; and second, the paper analyses the moderator effect of both environmental dynamism and inter-organizational cooperation, which advances the theoretical understanding of flexibility and firm performance by studying different scenarios of HR flexibilities with these two moderators. The results of the paper could help managers to take advantage of different combinations of flexibility dimensions according to contingent situations and in order to improve firm performance.
30
DOW, GREGORY K. "THE FIRM AS A NEXUS OF STRATEGIES." International Game Theory Review 06, no. 04 (December 2004): 525–54. http://dx.doi.org/10.1142/s0219198904000344.
Full textAbstract:
This paper replaces the standard view of the firm as a nexus of contracts with a repeated game framework where input contributions and side payments are self-enforced. General production technologies and flexible transfers among team members are allowed. When an incentive constraint binds, input demand and output supply are influenced by the discount factor, the probability of exogenous team dissolution, and the aggregate value of outside options. When this incentive constraint does not bind, the firm maximizes profit in the usual way. I discuss examples involving the Cobb-Douglas technology, firms with a single residual claimant, and partnerships.
31
Buccella, Domenico, and Luciano Fanti. "On the Strategic Choice of Union-Oligopoly Bargaining Agenda: Further Results." Economics Research International 2015 (September 29, 2015): 1–7. http://dx.doi.org/10.1155/2015/530890.
Full textAbstract:
This paper revisits the strategic selection of the bargaining agenda in a unionized industry with potential entry and decentralized negotiations for different competition modes. The incumbent chooses Right-to-Manage (RTM) or Efficient Bargaining (EB) considering two scenarios: (1) the agenda is imposed to the (potential) entrant (committed bargaining) and (2) the entrant can flexibly choose the agenda (flexible bargaining). In the mixed duopoly, the timing of the game is as follows: at stage 1, the EB firm bargains over wage and employment with its union, while the RTM firm bargains over the wage; at stage 2, the RTM firm chooses employment. This paper shows that the strategic selection of the agenda strongly depends on the interaction between the degree of market competition, the union’s power, and the convergence or divergence between parties on the agenda’s choice. This complex interaction leads to a very rich set of equilibrium outcomes, including multiple and even (as regards the union’s preferences on the agenda) asymmetric equilibria. Compared with alternative timings in the literature, this specification leads to substantial differences with flexible bargaining: EB emerges as equilibrium in Nash strategies for a noticeably increased set of cases.
32
Battisti, Michele, and Giovanna Vallanti. "Flexible Wage Contracts, Temporary Jobs, and Firm Performance: Evidence From Italian Firms." Industrial Relations: A Journal of Economy and Society 52, no. 3 (June 19, 2013): 737–64. http://dx.doi.org/10.1111/irel.12031.
Full text
33
Gahlawat, Neha, and Subhash C. Kundu. "Progressive human resource management and firm performance." International Journal of Organizational Analysis 27, no. 3 (July 8, 2019): 471–93. http://dx.doi.org/10.1108/ijoa-05-2017-1159.
Full textAbstract:
Purpose This study aims to examine the adoption and efficacy level of progressive human resource management (HRM) practices in various organizations operating in India. Design/methodology/approach Primary data based on 615 respondents from 103 domestic firms and 116 foreign multinational corporations (MNCs) operating in India were gathered and analyzed using statistical techniques like t-test, confirmatory factor analysis and structural equation modeling. Findings The results reveal that the adoption of progressive HRM practices in form of self-managed teams, flexibility to work flexible hours, use of online mediums to invite applicants, selection of candidates using assessment center and integrity test, performance based incentives, flexible benefits, facility of e-learning and innovative management development programs is positively related to firm performance in Indian context. Using institutional and cultural perspective, the findings have also demonstrated that their exist differences in adoption of progressive HRM practices between foreign MNCs and domestic firms. Practical implications Domestic firms in India are needed to learn some important managerial lessons from the foreign MNCs, especially when their adoption of progressive practices results in more increase in firm performance. These are suggested to implement a broad range of innovative HR practices like MNCs to improve growth potential, instead of focusing on two or three practices. Originality/value By exploring the differences between domestic and foreign MNCs, this study has offered some key insights on the extent of adoption and operationalization of progressive HRM in current Indian business environment.
34
Olsen, Jesse E., Laura Good, Deborah Towns, and Daejeong Choi. "Flexible work arrangements, gender diversity, and firm performance." Academy of Management Proceedings 2017, no. 1 (August 2017): 13113. http://dx.doi.org/10.5465/ambpp.2017.13113abstract.
Full text
35
Heijltjes, M. G. "Building the Flexible Firm: How to Remain Competitive." Maandblad Voor Accountancy en Bedrijfseconomie 72, no. 12 (December 1, 1998): 679–81. http://dx.doi.org/10.5117/mab.72.13755.
Full text
36
Sloane, P. J., and Anne Gasteen. "Primary Flexibility — the Flexible Firm and its Determinants." Management Research News 12, no. 3 (March 1989): 25. http://dx.doi.org/10.1108/eb028032.
Full text
37
Do, Thuy T. "“Firm in principles, flexible in strategy and tactics”." Asian Journal of Comparative Politics 2, no. 1 (November 8, 2016): 24–39. http://dx.doi.org/10.1177/2057891116677350.
Full textAbstract:
Since 1991, Vietnam has adopted a dual strategic position towards China: it sees China as an indispensable economic and security partner and simultaneously it seeks to hedge against China’s possible territorial encroachment by gradually beefing up its military and cautiously forging strategic ties with other powers. The making of Vietnam’s current China policy is predominantly shaped by the interplay of two constants (geography and history) and two variables (China’s policy and changing big power relations). Among these factors, geography and history serve as the basis for understanding Vietnam’s hedging policy vis-a-vis China and explain why thus far Hanoi remains very reluctant to enter an alliance to counter China’s rise. While being firm on its independent policy, Vietnam has become more “flexible in strategy and tactics” in rebalancing itself from China’s orbit towards the West’s as the result of China’s increased assertiveness in the South China Sea disputes.
38
Un, C. Annique, Julian Birkinshaw, Peter Hagström, and Peter Hagstrom. "The Flexible Firm: Capability Management in Network Organizations." Administrative Science Quarterly 46, no. 4 (December 2001): 787. http://dx.doi.org/10.2307/3094837.
Full text
39
Cainarca, Gian Carlo, Massimo G. Colombo, and Sergio Mariotti. "Firm size and the adoption of flexible automation." Small Business Economics 2, no. 2 (1990): 129–40. http://dx.doi.org/10.1007/bf00389673.
Full text
40
Johanes, Elfie, and MC Oetami P. "Dampak Waktu Kerja Fleksibel Dalam Meningkatkan Employee Engagement. Studi pada Perusahaan Layanan Jasa Konstruksi di Indonesia." Jurnal Manajemen dan Bisnis Indonesia 3, no. 2 (February 1, 2016): 279–90. http://dx.doi.org/10.31843/jmbi.v3i2.85.
Full textAbstract:
The study intend to analyze the impact of the Flexible Working Time and Performance to improve Employee Engagement in company in Indonesia. The subjects were 45 employees of Construction Consulting Firm in Jakarta. Type of research is quantitative with multiple regression analysis method to explain that there is a significant influence in the implementation of Flexible Working Time to improve Employee Engagement. Employee Performance also showed a considerable impact on Employee Engagement, and jointly Flexible Working Time and Employee Performance create an essential effect to Employee Engagement. This study suggested that Flexible Working Time can be considered to be applied in such type of construction consulting firm in Jakarta to increase Employee Engagement.
41
Gordon, Catherine E., Julie A. McMullin, and Tracey L. Adams. "Flexible Small Firms? Why Some Small Firms Facilitate the Use of FWPs." Canadian Journal of Sociology 40, no. 1 (March 19, 2015): 1–24. http://dx.doi.org/10.29173/cjs19693.
Full textAbstract:
Abstract. This paper examines why some small firms offer Flexible Workplace Policies (FWPs) while others do not and what factors contribute to the offering and use of FWPs within small firms. A multiple case study is employed using multiple data sources on seventeen information technology (IT) small firms in Canada. Findings reveal three types of firms with regard to their flexibility, working hours, and approaches to time. Among these firm types, discernible patterns emerged based on the owners’ past employment experiences and personal approaches to work-life balance. Our results suggest that structured social relations experienced through past places of employment have lasting effects on small firm owners in their current firms.
Résumé. Cet article examine la raison pour laquelle certaines petites entreprises proposent des politiques de lieu de travail flexible alors que d’autres ne les offrent pas; l’article se penche aussi sur les facteurs contribuant à la prestation et à l’utilisation de ces politiques par les petites entreprises. Une étude de cas multiples est utilisée, faisant appel à des sources de données multiples de 17 petites entreprises de technologie de l’information (TI) au Canada. Les conclusions révèlent trois types d’entreprises en ce qui concerne la flexibilité, les heures de travail et les approches du temps. Certains modèles visibles se dégagent parmi ces types d’entreprises selon les expériences antérieures et les approches de conciliation travail-vie du propriétaire. Nos résultats indiquent que les relations sociales structurées vécues dans des lieux de travail antérieurs ont des effets durables sur les propriétaires de petites entreprises dans leur fonction actuelle.
42
Block, Jörn H., Christian O. Fisch, James Lau, Martin Obschonka, and André Presse. "How Do Labor Market Institutions Influence the Preference to Work in Family Firms? A Multilevel Analysis Across 40 Countries." Entrepreneurship Theory and Practice 43, no. 6 (March 29, 2018): 1067–93. http://dx.doi.org/10.1177/1042258718765163.
Full textAbstract:
Family firms must attract talented employees to stay competitive. They have different employer characteristics than nonfamily firms. For example, although they generally offer lower wages, they also typically offer higher job security and a more cooperative and entrepreneurial work environment. However, drawing on occupational choice theory, we argue that the importance of these unique family firm characteristics depends on the national labor market context in which the family firm is embedded. A multilevel investigation of 12,746 individuals in 40 countries shows that individuals prefer to work in family firms in labor markets with flexible unregulated hiring and firing practices, centralized wage determination, and low labor–employer cooperation. A cross-level analysis further shows that the national labor market context moderates the effects of individual-level factors determining the preference to work in a family firm (e.g., entrepreneurship intention). Our article is the first to consider labor market institutions in research on family firms as employers. Practical implications exist for family firms regarding their employer branding and intrapreneurship strategies.
43
Santosa, Perdana Wahyu. "The Effect of Financial Performance and Innovation on Leverage: Evidence from Indonesian Food and Beverage Sector." Organizations and Markets in Emerging Economies 11, no. 22 (December 30, 2020): 367–88. http://dx.doi.org/10.15388/omee.2020.11.38.
Full textAbstract:
This article aims to investigate the determinants of firm’s capital structure (debt ratio) such as asset structure, profitability, agency cost, innovation and technology, and firm size as a moderating variable. This study used quarterly data from the financial statements of food and beverage firms at the Indonesia Stock Exchange with a purposive sampling method that met the research criteria with panel data analysis. The findings show that firm size and asset structure affect leverage positively; however, profitability and innovation and technology negatively affect the debt ratio, while agency cost does not affect leverage. All findings are in line with the hypotheses except agency cost. The firm size as a moderating variable shows strengthening of the interaction between agency cost and innovation with leverage. However, interacting with firm size weakens the effect of the relationship between assets structure and profitability with the debt ratio. Managerial implications of the target of debt ratio that creates the value of the firm need to be flexible and controlled by the interaction of the firm size with firm characteristics and innovation to achieve an optimal firm value of F & B sector.
44
Chiang, Yao-Min. "International Real Estate Review." International Real Estate Review 15, no. 1 (April 30, 2012): 127–39. http://dx.doi.org/10.53383/100151.
Full textAbstract:
The relationship between a government and a franchise firm in a build-operate-transfer (BOT) project is one that is wrought with incentive problems. It is well known that a contingent payment structure can help alleviate moral hazard problems. This paper provides a flexible franchise fee scheme from the perspective of a government which can charge a sufficient franchise fee and provide enough incentive for a private firm in a BOT project. This flexible franchise fee structure has option- like properties. A pricing model is derived in this paper to price this flexible franchise fee scheme. The closed-form pricing model that I have provided in this paper can help evaluate the effect of a flexible franchise fee on the performance of BOT projects. A numerical analysis shows that the proposed flexible franchise fee scheme is especially suitable for BOT projects with long investment horizons and revenue uncertainty.
45
Sedzro, Kwami Senam A., Kelsey Horowitz, Akshay K. Jain, Fei Ding, Bryan Palmintier, and Barry Mather. "Evaluating the Curtailment Risk of Non-Firm Utility-Scale Solar Photovoltaic Plants under a Novel Last-In First-Out Principle of Access Interconnection Agreement." Energies 14, no. 5 (March 8, 2021): 1463. http://dx.doi.org/10.3390/en14051463.
Full textAbstract:
With the increasing share of distributed energy resources on the electric grid, utility companies are facing significant decisions about infrastructure upgrades. An alternative to extensive and capital-intensive upgrades is to offer non-firm interconnection opportunities to distributed generators, via a coordinated operation of utility scale resources. This paper introduces a novel flexible interconnection option based on the last-in, first-out principles of access aimed at minimizing the unnecessary non-firm generation energy curtailment by balancing access rights and contribution to thermal overloads. Although we focus on solar photovoltaic (PV) plants in this work, the introduced flexible interconnection option applies to any distributed generation technology. The curtailment risk of individual non-firm PV units is evaluated across a range of PV penetration levels in a yearlong quasi-static time-series simulation on a real-world feeder. The results show the importance of the size of the curtailment zone in the curtailment risk distribution among flexible generation units as well as that of the “access right” defined by the order in which PV units connect to the grid. Case study results reveal that, with a proper selection of curtailment radius, utilities can reduce the total curtailment of flexible PV resources by up to more than 45%. Findings show that non-firm PV generators can effectively avoid all thermal limit-related upgrade costs.
46
Kavanagh, Anne. "Introducing flexible working to a major UK law firm." Strategic HR Review 5, no. 2 (January 2006): 8–9. http://dx.doi.org/10.1108/14754390680000857.
Full text
47
Southward, Matthew W., Erin M. Altenburger, Sara A. Moss, David R. Cregg, and Jennifer S. Cheavens. "Flexible, Yet Firm: A Model of Healthy Emotion Regulation." Journal of Social and Clinical Psychology 37, no. 4 (April 2018): 231–51. http://dx.doi.org/10.1521/jscp.2018.37.4.231.
Full textAbstract:
We propose a model of healthy intentional emotion regulation that includes a large repertoire of adaptive strategies that one persists with despite initial negative feedback. One hundred forty-four undergraduates (average age = 19.20 years; 68% female, 79% Caucasian) completed a novel performance task indicating what they would think or do to feel better in response to eleven stressful vignettes. After their initial response, participants indicated four more times how they would respond if their previous strategy was not working. Raters categorized each response as an emotion regulation strategy and coded the adaptiveness of each strategy. Participants self-reported Neuroticism, Extraversion, Conscientiousness, Borderline Personality Disorder (BPD) symptoms, and depressive symptoms. We regressed each personality dimension and psychopathology symptom on our model of healthy emotion regulation. Neuroticism was negatively associated with adaptiveness and persistence. Extraversion was positively associated with adaptiveness. Conscientiousness was positively associated with repertoire, adaptiveness, and persistence, while BPD symptoms were negatively associated with all three variables. Depressive symptoms were negatively associated with persistence. These preliminary findings suggest that people with larger repertoires of more adaptive emotion regulation strategies who persist with these strategies despite initial negative feedback report less personality pathology and psychological distress.
48
Mouritsen, Jan. "The flexible firm: strategies for a subcontractor’s management control." Accounting, Organizations and Society 24, no. 1 (January 1999): 31–55. http://dx.doi.org/10.1016/s0361-3682(97)00059-7.
Full text
49
Kalleberg, Arne L. "Organizing Flexibility: The Flexible Firm in a New Century." British Journal of Industrial Relations 39, no. 4 (December 2001): 479–504. http://dx.doi.org/10.1111/1467-8543.00211.
Full text
50
Lewin, Arie Y. "Book Review: The Flexible Firm. How to Remain Competitive." Organization Studies 22, no. 1 (January 2001): 179–80. http://dx.doi.org/10.1177/017084060102200109.
Full text