The present study was conducted to determine the green value chain implementations of large and medium size businesses and to investigate the relationships among antecedents, initiatives and results of green value cha...The present study was conducted to determine the green value chain implementations of large and medium size businesses and to investigate the relationships among antecedents, initiatives and results of green value chain implementations. The antecedents of green value chain implementations were considered from four dimensions namely regulations, public concerns, expected competitive advantage and top management commitment; green value chain initiatives were considered from three dimensions namely green primary activities, green internal support activities and green external support activities; the results of green value chain implementations were considered from two dimensions namely economic performance and socio-ecologic performance. A model was created according to the objectives of the study and hypotheses were formed. Multiple regression analyses were performed to investigate the relationships between the antecedents and initiatives of green value chain implementations. A relationship was not observed between green primary activities and economic and socio-ecologic performance. While a positive relationship was observed between green external support activities and economic performance, a positive relationship was observed between green internal support activities and both economic and socio-ecologic performance.展开更多
Due to the fast changing competitive environment faced by organizations, companies are forced to find ways to quickly adapt to technological innovations, changing demands of customers, and strategic actions taken by c...Due to the fast changing competitive environment faced by organizations, companies are forced to find ways to quickly adapt to technological innovations, changing demands of customers, and strategic actions taken by competitors. The purpose of the paper is to further the relationship between top management team （TMT） strategic decision speed and firm performance, considering the team processes when making strategic decisions in the face of complex environments. Measures of TMT strategic decision speed, firm performance, team orientation, and environmental complexity were collected from 29 top management teams of Mexican companies, which represented a total of 118 questionnaires. Pearson correlations among the variables and moderated regression analyses were performed, to test the hypotheses included in the study. Results show a positive relation between environmental complexity and TMT strategic decision speed and between team orientation and speed. Furthermore, results show that there is a positive relation between TMT strategic decision speed and firm performance in the presence of team orientation. In other words, team orientation moderates the relationship between TMT strategic speed and firm performance. Among the implications for managers is that they must ensure effective team processes （e.g., building consensus, active participation, and trust among team members） when making strategic decisions in order for the firm to perform better.展开更多
This study discusses ＂theory of strategic human resource management （HRM） has an impact on research topic of this study is to discuss SHRM resource management （SHRM）＂. Theory of SHRM is that human firm performan...This study discusses ＂theory of strategic human resource management （HRM） has an impact on research topic of this study is to discuss SHRM resource management （SHRM）＂. Theory of SHRM is that human firm performance through employee performance. Therefore, the theory. Research method is literature scanning. Research findings are, firstly, that strategic HRM can be defined with employee/firm performance relationship. Secondly, this study depicts its own SHRM model. In this model, HRM practices develop individual performance of employees in organizations, and individual performance increases performance of business departments, such as supply department, finance department, marketing department, logistics department, etc., and performance of business departments has an impact on firm performance. Furthermore, this study makes its SHRM definition. So far, there have been two definitions of SHRM in literature studies. The first definition identifies SHRM with corporate strategies and competitive advantage. The second definition describes SHRM with HRM-firm performance relationship. This study makes the third definition, namely, SHRM is employee/firm performance relationship, and this definition is figured in an SHRM model in this study.展开更多
文摘The present study was conducted to determine the green value chain implementations of large and medium size businesses and to investigate the relationships among antecedents, initiatives and results of green value chain implementations. The antecedents of green value chain implementations were considered from four dimensions namely regulations, public concerns, expected competitive advantage and top management commitment; green value chain initiatives were considered from three dimensions namely green primary activities, green internal support activities and green external support activities; the results of green value chain implementations were considered from two dimensions namely economic performance and socio-ecologic performance. A model was created according to the objectives of the study and hypotheses were formed. Multiple regression analyses were performed to investigate the relationships between the antecedents and initiatives of green value chain implementations. A relationship was not observed between green primary activities and economic and socio-ecologic performance. While a positive relationship was observed between green external support activities and economic performance, a positive relationship was observed between green internal support activities and both economic and socio-ecologic performance.
文摘Due to the fast changing competitive environment faced by organizations, companies are forced to find ways to quickly adapt to technological innovations, changing demands of customers, and strategic actions taken by competitors. The purpose of the paper is to further the relationship between top management team （TMT） strategic decision speed and firm performance, considering the team processes when making strategic decisions in the face of complex environments. Measures of TMT strategic decision speed, firm performance, team orientation, and environmental complexity were collected from 29 top management teams of Mexican companies, which represented a total of 118 questionnaires. Pearson correlations among the variables and moderated regression analyses were performed, to test the hypotheses included in the study. Results show a positive relation between environmental complexity and TMT strategic decision speed and between team orientation and speed. Furthermore, results show that there is a positive relation between TMT strategic decision speed and firm performance in the presence of team orientation. In other words, team orientation moderates the relationship between TMT strategic speed and firm performance. Among the implications for managers is that they must ensure effective team processes （e.g., building consensus, active participation, and trust among team members） when making strategic decisions in order for the firm to perform better.
文摘This study discusses ＂theory of strategic human resource management （HRM） has an impact on research topic of this study is to discuss SHRM resource management （SHRM）＂. Theory of SHRM is that human firm performance through employee performance. Therefore, the theory. Research method is literature scanning. Research findings are, firstly, that strategic HRM can be defined with employee/firm performance relationship. Secondly, this study depicts its own SHRM model. In this model, HRM practices develop individual performance of employees in organizations, and individual performance increases performance of business departments, such as supply department, finance department, marketing department, logistics department, etc., and performance of business departments has an impact on firm performance. Furthermore, this study makes its SHRM definition. So far, there have been two definitions of SHRM in literature studies. The first definition identifies SHRM with corporate strategies and competitive advantage. The second definition describes SHRM with HRM-firm performance relationship. This study makes the third definition, namely, SHRM is employee/firm performance relationship, and this definition is figured in an SHRM model in this study.
