Business strategy, human resources, labour market flexibility and competitive advantage

By J. Michie, M. Sheehan. 2005

273 citations recorded by the source corpus.

Subfields: Accounting, Economics and Econometrics

View Paper: https://www.semanticscholar.org/paper/bf8fd95600518544167dfd3958a1917ae4c1d352

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Citations in the corpus

Embedding environmental innovation in local production systems: SME strategies, networking and industrial relations: evidence on innovation drivers in industrial districts (2009, background): “Potential endogeneity is tested, though, as we remarked above: (1) emphasis is on trends; this is plausible given the slow‐evolving nature of such variables; (2) the causality nexus is clearer in this case, if compared to innovation–performances links in pure cross‐section frameworks (Michie and She”
Strategic human resource management: The evolution of the field (2009, background): “Michie and Sheehan (2005) tested the universalistic, contingency, and configurational perspectives on a sample of UK manufacturing and service-sector firms.”
Generic strategies and firm performance in SMEs: a longitudinal study of Austrian SMEs (2010, background): “Michie and Sheehan (2005) take a similar approach, using strategic intentions and actions to measure competitive strategy.”
A High Performance Work Practices Taxonomy (2013, background): “This area is important because it can have positive outcomes such as higher profitability and greater labor productivity (Michie & Sheehan, 2005), increased levels of employee commitment (Fiorito, Bozeman, Young, & Meurs, 2007; Taylor, Levy, Boyacigiller, & Beechler, 2008), and higher levels of…”
Human Resource Flexibility as a Mediating Variable Between High Performance Work Systems and Performance (2008, background): “This second approach of HR flexibility consists of human resource practices that seek numerical flexibility (Atkinson, 1984; McIlroy, Marginson, & Regalia, 2004; Michie & Sheehan, 2001, 2005; Valverde et al., 2000).”
HRM and Performance – The Role of Talent Management as a Transmission Mechanism in an Emerging Market Context (2018, unknown): “Indeed, business strategy and strategic implementation moderates the relationship between HRM and performance (Michie and Sheehan, 2005, Takeuchi, 2009, Peña and Villasalero, 2010), therefore highlighting the role of organisational capital - the databases, structures, systems and culture of the…”
Strategic Human Resource Practices and Product Innovation (2008, background): “A considerable literature exists on the relationship between a firm’s use of flexible labour market arrangements, HR practices and firm performance (Michie and Sheehan 2005).”