Organizational capacity for change and firm performance in a transition economy

Organizational capacity for change, change experience, and change project performance

“…Most change management studies are theoretical and conceptual, dealing mainly with the construct itself and its single dimensions while providing recommendations on how to develop an organization's capacity for change (Lawler & Worley, 2006;Meyer & Stensaker, 2006;Thames & Webster, 2009). Judge and colleagues Judge & Elenkov, 2005;Judge, Naoumova, & Douglas, 2009) conducted three empirical studies, while others include Bennebroek Gravenhorst, Werkman, and Boonstra (2003), Horz, Heeg, and Caglar (2010), Arnulf (2012), and Kok and Driessen (2012).…”

Evolving human resource management in Southern African multinational firms: towards an Afro-Asian nexus

“…Whilst improving the supply side production of graduates, technicians, artisans and health care professionals from emerging market tertiary education institutions is critical, for corporate leaders the challenge lies in attracting, motivating and retaining intellectual capital. Talent management research in environments of uncertainty, complexity and 'unknowability of transitional economies' such as South Africa shows that professional workers at high skill levels in knowledge-intensive industries rate the above-mentioned points as critical to work motivation, effective utilization and retention (Sutherland and Jordaan 2004;Horwitz et al 2006;Judge et al 2009Judge et al , p. 1746 (Table 3).…”

“…An important lesson is to ensure that employees recruited by a joint venture partner are often willing to receive incentive pay. Emerging market MNCs may therefore have particular strengths in operating in other emerging markets (Horwitz et al 2005) or what Judge et al (2009) describe as an 'organisational capacity for change' in transitional economies. These findings are also consistent with Wocke et al (2007).…”

“…There is a paucity of published work on human resource management (HRM) in transitional economies' MNCs' particular comparative analysis of those from Africa and East Asia (Zupan and Kase 2005;Horwitz 2006a,b with some notable exceptions such as Budhwar and Debrah 2001;van Agtmael 2007;Judge, Naoumova and Douglas 2009). HRM research concentrates on the West and the East, initially on comparative Japanese studies and more recently on international HRM (IHRM) issues in China and India.…”

Effects of Political and Business Ties on Developing Marketing Dynamic Capabilities in Emerging Economies: The Evidence from Russia

“…Furthermore, Peng (2002) states that an entity located in or near a capital city possess a strong competitive advantage. As a result, Judge, Naoumova and Douglas (2009) argue that geographic proximity of a firm's location with the capital should also serve as a control variable.…”