In search of sustained competitive advantage: the impact of organizational culture, competitive strategy and human resource management practices on firm performance

By L. L. Chan, M. Shaffer, E. Snape. 2004

426 citations recorded by the source corpus.

We develop and test a dynamic model of co-specialized resources for competitive advantage. Using matched data from senior executives and human resource managers, we test the direct and interactive effects of high-performance human resource (HPHR) practices and organizational culture on firm performance. Although the HPHR practices were not an important influence on performance, our findings indicate that organizational culture can be a valuable resource for companies.

Subfields: Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/a78284d1a0ba48e0ec1da2d4ea042da871994118

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In Organizational Behavior and Human Resource Management

In Strategy and Management

Citations in the corpus

Organizational climate and culture. (2009, positive): “…including objective ﬁnancial measures of performance (e.g., Gregory et al. 2009, Kotrba et al. 2012, Lee & Yu 2004), customer satisfaction (e.g., Gillespie et al. 2008), goal achievement (e.g., Xenikou & Simosi 2006), and top management reports (e.g., Chan et al. 2004, Glisson et al. 2008).”
How Does Human Resource Management Influence Organizational Outcomes? A Meta-analytic Investigation of Mediating Mechanisms (2012, background): “…LopezCabrales, & Valle-Cabrera (2011) Selection Incentives on compensation, career development Empowerment Human capital Innovative performance Chan, Shaffer, and Snape (2004) HR skill index HR motivation index Overall operational performance Market performance Chandler and McEvoy…”
HR flexibility and firm performance: analysis of a multi-level causal model (2009, background): “They facilitate internal change initiatives by enhancing adaptability of skills and behaviours of employees (Chan et al. 2004).”
Role of innovation in the relationship between organizational culture and firm performance (2013, background): “Organizational culture and firm performance Some studies in the literature have focussed on the relationship between organizational culture and firm performance (Ngo and Loi, 2008; Lau and Ngo, 1996; Chan et al., 2004).”
Market orientation, HRM importance and competency: determinants of strategic HRM in Chinese firms (2005, neutral): “, 2004 ; Schuler and MacMillan, 1984 ; Ulrich, 1991 ; Wright and McMahan, 1992 ).”