Strategic Management - International Journal of Strategic Management and Decision Support Systems in Strategic Management

Examining shared leadership dimensions through a social network approach: a case from tourism industry

2024-01-27T08:12:56+01:00

Background: Shared leadership is regarded as a fundamental approach to complexity leadership theory in terms of adaptability and flexibility. It emerges from communication among team members in a complex environment and consists of three dimensions: task coordination, personal support, and information sharing.

Purpose: This study investigates shared leadership and its dimensions which are task coordination, personal support, and information sharing using social network analysis. By incorporating social network theory, the social and relational aspects of shared leadership can be revealed and emphasized.

Study design/methodology/approach: Social network analysis was used to test the hypotheses on the data collected from the employees of a tourism organization.

Findings/conclusions: The findings indicate that the individuals in task coordination, personal support and information sharing networks have a medium or low percentage of degree centrality in the social networks of their units or departments. The social networks of task coordination, personal support and information sharing have a high percentage of degree density when all individuals are treated as a total network and individuals in different departments and units as separate networks. This situation is led by the more balanced distribution of the power among the actors, dense communication between the members and intense network relations in task coordination, personal support and information sharing networks.

Limitations/future research: The present study focuses only on internal network relations. As a future body of work, the study could be expanded to include both external and internal network relations to provide a wider understanding of the shared leadership concept. As another future body of work, to reach more generalizable results, this study can be expanded with a meta-analysis that will be performed on the results obtained by applying the survey on other organizations and processing the data collected with social network analysis methods again.

Digitalization of HRM for strategic human resource management orientation – logistic regression and dominance analysis approach

2024-05-09T13:47:31+02:00

Background: According to the contemporary HRM theory, strategic human resource management (SHRM) orientation, as a company’s philosophy of aligning human resource management (HRM) policies and practices with an organizational strategy for maximizing organizational results, is considered the highest level of a company’s HRM development. At the same time, one of the trends in HRM is the digitalization of HRM activities, following the global trend of adopting digital tools for increasing individual and organizational efficiency and effectiveness. The question that consequently arises is whether the digital component entered the SHRM perspective, in other words, whether SHRM orientation could exist without digitalization of HRM endeavours.

Purpose: The paper strives to provide answers, both theoretically and empirically, to the following central and three supporting research questions: CRQ = Is digitalization of HRM contributing to the strategic HRM orientation of a company?, SRQ1 = Are digital HRM practices positively related to the SHRM orientation?, SRQ2 = Are some digital HRM practices more relevant for the SHRM orientation than others?, and SRQ3 = If the relationship between digital HRM practices and SHRM orientation does exist, which digital HRM practice is the most relevant one for SHRM orientation?

Study design/methodology/approach: To provide empirically based answers to research questions, we utilized the CRANET 2021 dataset, covering 4495 organizations with more than 200 employees from 38 countries worldwide. We used nine indicators for revealing the existence of digital HRM (manager self-service, employee self-service, HRIS, algorithm-based HRM, HR analytics, telework, digital learning, social media recruitment, social media selection) and five indicators for determining the SHRM orientation (HR manager’s membership in the management board or equivalent; involvement of HR manager in the development of business strategy; existence of written HRM strategy; HR to employee ratio, the level of HR department performance evaluation). SHRM orientation was determined using K-Means cluster analysis, and relationships between variables were analysed using correlation analysis, multiple logistic regression and dominance analysis (DA).

Findings/conclusions: Correlation analysis revealed that all indicators of digitalization of HRM processes have a positive and a significant relationship with SHRM orientation, implying that digital HRM practices are relevant for SHRM orientation. The results of logistic regression indicated that the usage of manager self-service, algorithm-based HRM, HR analytics, telework, digital learning and social media selection increase the probability of organizations’ SHRM orientation more than other explored indicators. The results of DA demonstrate that the most important digital HRM practices for the SHRM orientation is digital learning.

Limitations/future research: As CRANET dataset is limited in its variables of digital HRM and indicators of SHRM orientation, further research is needed to confirm our findings.

The effects of the compensation system on job satisfaction and turnover intention of employees in the Republic of Serbia

2023-10-31T21:06:42+01:00

Background: The motivation for researching the effects of the compensation system on job satisfaction and the turnover intentions, as well as the mediating role of job satisfaction between the compensation system and the turnover intention, was due to the insufficient number of studies of the proposed model in the Republic of Serbia.
Purpose: refers to the review of theoretical and empirical knowledge so far, the creation of a conceptual framework and the implementation of the analysis itself on the collected sample with the aim of determining the effects of influence on the mentioned variables and giving recommendations to employers on how they can positively influence job satisfaction and reduce turnover intentions.

Methodology: consists of theoretical and empirical research. The theoretical part refers to the review of previous research by other authors who examined the effects of the displayed variables based on which the conceptual framework of the research was set. The empirical part refers to conducting an analysis on a sample of 100 employees in the Republic of Serbia. The analysis was carried out using the Partial least squares structural equation modelling (PLS-SEM) method, using the SmartPLS software.

Findings: the main findings of the research indicated that there are direct positive effects of the compensation system on job satisfaction and turnover intention, and that job satisfaction has an indirect effect on the relationship between the compensation system and the turnover intention of employees.

Limitations: refer to the small number of respondents as well as the insufficient number of research in the Republic of Serbia within the proposed model.

Recommendations for future research refer to collecting a larger number of respondents as well as determining the effects on other attitudes such as work engagement, employee commitment and employee behaviour such as innovative work behaviour and employee performance.

Evaluating the nexus of HRM and sustainability in green supply chains: a comprehensive literature review

2024-01-29T11:34:36+01:00

Background: Sustainability is paramount across all fields, especially in supply chains. The role of human resources is crucial in achieving organizational sustainability standards. However, the impact of human resources on supply chain sustainability has been underemphasized.

Purpose: This paper explores the critical nexus between Human Resource Management (HRM) and sustainability within green supply chains, identifying gaps in the current body of knowledge and emerging trends.

Study design/methodology/approach: A systematic literature review was conducted, emphasizing sustainability in supply chains and its intersection with HRM's “green” aspects. Web of Science and Scopus databases served as the primary sources. The research involved documentation and content analysis, leading to the development of guidelines for future studies.

Findings/conclusions: The study reveals a significant yet underexplored interaction between green HRM and supply chain sustainability. It highlights the need for more focused research in this area, providing a foundational framework for future studies.

Limitations/future research: The study primarily focuses on the conceptual linkage between HRM and green supply chains, suggesting the need for empirical research to further validate and expand upon the findings. Future research should investigate specific HRM practices that effectively contribute to sustainable supply chains.

The impact of sales growth on manufacturing companies’ profitability in the Republic of Serbia – panel data analysis

2023-10-02T11:14:55+02:00

Background: Sales growth is one of the key factors for achieving a target high profitability rate. Sales growth provides more comprehensive use of companies’ capacities, thereby allocating fixed costs to higher value of revenue resulting in higher profitability rate.

Purpose: The aim of this paper is to examine the impact of sales growth on manufacturing companies’ profitability in the Republic of Serbia during 2018-2021.

Study design/methodology/approach: The profitability as a dependent variable was measured as return on assets, while the size of the company, current ratio, leverage, sales growth, and inventory ratio were set as independent variables. The research was based on a sample of 200 observations of large and medium size manufacturing companies and panel regression models were used.

Findings: The results indicate that there is a positive and significant impact of inventory ratio and sales growth on the return on assets. The profitability of manufacturing enterprises increases with the increase in sales. The results of this paper are expected to be used by the management of manufacturing companies to be more careful to achieve stable business and development.

Limitations/future research: Recommendations, limitations, and future research are given in the conclusions.