Read the summary and the most important questions on Strategic human resource management and its effects on firm performance: an implementation of the competing values framework. | Panayotopoulou

• 1 Abstract and introduction

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• What is the goal of the paper of Panayotopoulou?

  This paper develops a new HRM model and attempts to clarify what type of HRM (in terms of the orientation of the function) in linked with various aspects of firm  performance.
  

• Which three factors that aslo influence the relationship between HRM and firm performance are added to the equation? (Panayotopoulou)

  Competitive strategy, external environment and organizational size.
  

• The study of Panayotopoulou focusses on the outcomes of HRM by measuring its contribution to the overall organizational function. More specifically, it aims at development and validation of a new model for measuring the HRM orientation that will serve at examining 2 things. Which 2?

  1 The orientation of the HR function
  2 The fit between HRM orientation and external factors, like the environment/size/strategy as well as their effects on firm performance.
  

• 2 Theoretical background

• The main conclusions one can draw from receiving literature is that, although the issue of strategic fit and its link to firm performance has been extensively examined, research has failed to consistently support the efficacy to fit. Which 3 factors contribute to this ambiguity? (Panayotopoulou)

  1 Different approaches and models of operationalizing
  2 There are 3 main categories of variables that describe the strategy-HRM fit
  3 Different measures of firm performance have been used in order to examine the results of the link.
  

• 3 Research Framework and hypothesis

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• Which 2 main targets had Panayotopoulou in the search of a research framework for the study of the relationship between HRM and firm performance?

  1 Find a framework that would be appropiate for clarifying some of the issues mentioned earlier.
  2 Incorporate in the new framework challenges that HRM has to face in the modern environment.
  

• The Competing Values Framework (CVF, Quinn & Rohrbaugh) seemed appropiate as a basis for developing a new model for HRM. The central point of CVF is that org. effectiveness depends on the organization's ability to satisfy multiple perfomace criteria, based on four value sets that comprise a combination of 2 dimensions. Which 4 values/2 dimensions are this? (Panayotopoulou)

  Flexibility vs Control
  Internal focus vs external focus
  It attempts to group unique qualities into broad categories based on general characteristics shared by all org. systems.
  

• One of the aims of Panayotopoulou was the examination of relationship between HRM orientation and firm performance. Connect this with the CVF.

  They study attempts to examine which dimensions of the CVF are linked to various aspects of firm performance, in relation to environment/strategy/size.
  

• What is environmental dynamism and what is the connection with the CVF and the hypothesis?  (Panayotopoulou)

  It is the lack of stability and predictability in a firm's external environment caused by rapid change. This seems to be consistent with the 'open system model'.
  Hypothesis 1: Environmental dynamism moderates positvely the relationship between a flexible HRM orientation and firm performance.
  

• What is environmental complexity and what is the connection with the CVF and the hypothesis?  (Panayotopoulou)

  Complexity = the heterogenity and concentration of environmental elements (competitors, suppliers, customers, stakeholders) that are related to the organization and affect the formation of its strategy. This seems to be consistent with the 'human relations model'.
  Hypothesis 2: Environmental complexity moderates positvely the relationship between internal HRM orientation and org. and growth performance.
  

• What is environmental munificence and what is the connection with the CVF and the hypothesis?  (Panayotopoulou)

  Munificent (vrijgevende) environment can provide the org. with plenty of resources, thus facilitating with growth. This is suitable for the 'rational goal model'.
  Hypothesis 3: Environmental munificence is expected to moderate positively the relationship between rational HRM model and firm performance.