The effectiveness of more advanced human resource systems in small firms

Grip, Andries de; Sieben, Inge

doi:10.1080/09585190903142373

Cited by 31 publications

(35 citation statements)

References 51 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Since Dutch pharmacies are small firms in which personal relations between the employer and his or her employees are very important (De Grip and Sieben, 2009), it can 13 be conceived that our results are also applicable to small firms in other sectors. For these firms, it is important to know that firm climate that supports the development of employees enhances the level of job satisfaction among employees.…”

Section: Discussionmentioning

confidence: 99%

“…We focus on the 'core' workers in these firms -i.e. the pharmacy assistants -who represent 80% of the total labor force in the pharmacies (De Grip and Sieben, 2009). Focusing the analysis on the core workers of the firms has the advantage of being able to identify a category of employees that is homogenous in terms of educational background and profession.…”

Section: Data Collection and Samplementioning

confidence: 99%

“…The Dutch pharmacy sector is a highly interesting sector for a study on the relationship between PSED and turnover intentions, because Human Resource Development (HRD) practices are central to the Human Resource practices in this sector (De Grip and Sieben, 2009). Moreover, increasing recruitment problems for pharmacy assistants are expected in the next few years.…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Does perceived support in employee development affect personnel turnover?

Koster¹,

Grip

Fouarge

2011

The International Journal of Human Resource Management

Self Cite

View full text Add to dashboard Cite

This paper focuses on the question whether it is beneficial for firms to invest in the general skills of their workforce or that these training investments merely encourage personnel turnover. We examine two contrary theoretical perspectives on how investments in employee development are related to their turnover behaviour. Estimation results derived from a sample of 2,833 Dutch pharmacy assistants show that participation in general training does not induce the intention of assistants to quit, as predicted by human capital theory. We find that a firm's investments in general training, significantly contribute to the perceived support in employee development (PSED) among their workforce. Our results also show that PSED is negatively related to the intention of employees to quit the firm. This effect is to a large extent mediated by the job satisfaction of pharmacy assistants. Our findings support the importance of social exchange theory in explaining turnover behaviour as a consequence of personnel development practices. It should be noted, however, that PSED only diminishes the intention to quit for other occupations.

show abstract

Section: Discussionmentioning

confidence: 99%

Section: Data Collection and Samplementioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Does perceived support in employee development affect personnel turnover?

Koster¹,

Grip

Fouarge

2011

The International Journal of Human Resource Management

Self Cite

View full text Add to dashboard Cite

show abstract

“…Larger firms have more complex organisational structures than smaller firms and require more sophisticated ways to align employee behaviour with the goals of the firm (Mintzberg 1979). In the smallest firms, close and interpersonal interactions between employees and direct control by the owners reduce or remove the need for formalised control mechanisms (Davila 2005;De Grip and Sieben 2009). In larger organisations, the complexity of aligning people to organisational goals increases as there is a greater task differentiation between employees which requires more management (Lawrence and Lorsch 1967;Mintzberg 1979).…”

Section: Resource-poverty Perspectivementioning

confidence: 99%

High performance work practices in small firms: a resource-poverty and strategic decision-making perspective

2012

View full text Add to dashboard Cite

High performance work practices (HPWPs) are human resource management practices aimed at stimulating employee and organisational performance. The application of HPWPs is not widespread in small organisations. We examine whether the implementation of coherent bundles of HPWPs (aimed at employee ability, employee motivation or at the opportunity to perform) depends on the scarcity of resources, as reflected in the size of the company, and on strategic decision-making in small firms related to the owner's expertise and attitudes. In our research, a total of 211 employees from 45 small organisations were asked to rate the presence of HPWPs in their organisation. These averaged perceptions were linked to information provided by the owner-managers on the size of their firm and their own expertise and attitudes. The findings support that smaller but coherent bundles of HPWPs can be found in small organisations and that the implementation of these bundles depends on available resources, strategic decision-making and the combination of the two. These findings highlight the need to integrate the notions of resource poverty and strategic decision-making to understand the uptake of bundles of HPWPs within small firms.Keywords High performance work system Á Entrepreneurial orientation Á Small firms Á Human resource management Á Resource poverty Á Strategic decision making Á Best-practice awareness Á Innovative HR vision

show abstract

“…De Grip & Sieben, 2009;Ordóñez de Pablos & Lytras, 2008). Only one of the company's clients, SME, was already using an HRM solution.…”

Section: Implementation and Adoptionmentioning

confidence: 99%

A case analysis of semantic technologies for R&D intermediation information management

Colomo‐Palacios

García-Crespo

Soto‐Acosta

et al. 2010

International Journal of Information Management

View full text Add to dashboard Cite

a b s t r a c tIt is evident that companies and research centres can find a myriad of instruments to fund their R&D (Research & Development) activities. Due to the dynamics of the information management in these circumstances there is a need for intermediary businesses intervention. Consequently, intermediary companies are thus involved in a complex process that needs to be managed and controlled. Within this scenario an Information Technology (IT) platform, named RDi-Advise, was developed by EgeoIT using semantic technologies to support R&D process decisions. This case analysis describes the development and implementation of the platform including the lessons learned during the activity period.

show abstract

The effectiveness of more advanced human resource systems in small firms

Cited by 31 publications

References 51 publications

Does perceived support in employee development affect personnel turnover?

Does perceived support in employee development affect personnel turnover?

High performance work practices in small firms: a resource-poverty and strategic decision-making perspective

A case analysis of semantic technologies for R&D intermediation information management

Contact Info

Product

Resources

About