F. Javier Lloréns-Montes

Environment-Flexibility Coalignment and Performance: An Analysis in Large Versus Small Firms

This paper takes a wide‐ranging transnational look, within the frame of he European Union, at the differences between large and small firms based on practices of flexibility. More specifically, the research aims to evaluate whether small firms form a homogeneous body in applying flexible practices as opposed to large firms, as well as observing the differential effects on performance when there are discrepancies in the coalignment levels between a firm’s actual flexibility and that required by the environment. The hypotheses are tested using data from 417 European firms. The results reveal that (1) good coalignments between actual and required flexibility (flexibility fit) have a greater influence on business performance in the case of small firms; (2) there are significant differences between small and large firms as regards operative flexibility, strategic flexibility, financial flexibility (organizational slack), and performance. The large firms analyzed coalign their flexibility fit better in their various dimensions (structural, operative, and strategic); (3) the degree of metaflexibility can be greater among small firms, which represents a greater information processing capacity, thus enabling the flexibility fit to be constantly coaligned to changes in the environment. However, a greater metaflexibility is not immediately reflected in the flexibility fit; and (4) this greater flexibility fit among large firms can be favored by their greater financial flexibility.

Six Sigma and management theory: Processes, content and effectiveness

Abstract In this paper an analysis is made of the relation between the general and specific topics of management and the Six Sigma approach. This study has led us to suggest that there is a great deal of similarity in the prescriptions of Six Sigma and management theory. Furthermore, we analyze various processes and practices of Six Sigma that help towards an improvement in organizational effectiveness. The conclusion that can be drawn from this research is that, in order to reach its goals, the implementation of a Six Sigma program needs to change the way in which employees behave at work. Six Sigma must alter how people actually behave at work and, to this end, various behavioral and work processes are key to achieving these aspirations. Implications are discussed with regard to performance management processes in organizations.

How do small firms learn to develop a social media competence

Leveraging social media for marketing activities remains crucial for small firms.We examine how small firms learn to develop a social media competence.Empirical study with a unique secondary dataset on a sample of 100 U.S. small firms.We introduce the construct social media competence and a good proxy to measure this construct.The study shows the mechanisms through which small firms learn to develop a social media competence. Social media can be leveraged to improve the firms business activities to create value. Because small firms have a lower portfolio of financial resources to compete more effectively in the market, social media capabilities can become more important for small than large firms. However, prior research has failed in explaining the variables through which small firms can learn to adopt social media. Our study is a first effort to address this research gap. We propose a conceptual model in which social competitor pressure, IT infrastructure capability, two organizational capabilities (marketing management and innovation management) and firm size enable small firms to learn to develop a social media competence. The model is tested using the partial least squares-based structural equation modeling technique employing a unique secondary dataset on a sample composed of the 100 small U.S. firms included in the 2013 Forbes Americas Best Small Companies ranking. The empirical analysis suggests that IT infrastructure capability, social competitor pressure, marketing management and innovation management are key mechanisms through which small firms learn to develop a social media competence. The empirical analysis also suggests that social media competence is more important for the smallest manufacturing firms even among a sample of small firms.

The concept of fit in services flexibility research: an empirical approach

The research attempts to evaluate whether services firms form a homogeneous body when applying managerial flexibility as compared to manufacturing firms. The paper examines the differential effects that exist regarding performance when faced with divergences in the levels of fit between the firms real flexibility and that required by the environment on a strategic, structural and operational level. The hypotheses are tested using data from 417 European firms. The results show that a good fit between real and required operational flexibility has a more positive influence on business performance in service firms than in the manufacturing sector. Service firms, in the day‐to‐day context should have the capacity to change rapidly when successful operational practices in their adjacent environment change.

IT impact on talent management and operational environmental sustainability

We examine the impact of information technology (IT) on talent management and operational environmental sustainability and propose a model in which IT infrastructure capability enables the firm’s operational environmental sustainability through talent management. We test the proposed model using the structural equation modeling technique with an innovative secondary data set collected for a sample of 63 large Spanish firms. We find that a firm’s proficiency in leveraging IT infrastructure improves the management of talent, which in turn enables execution of a more environmentally sustainable operations strategy to increase firm performance. This paper has three key contributions. First, as the first study of talent management in the context of IT and environmental sustainability, it provides a better understanding of the concept of talent management. We explain theoretically and test empirically how IT infrastructure capability influences operational environmental sustainability through talent management. Second, since we find that IT infrastructure capability increases firm performance through talent management and operational environmental sustainability, our research also improves knowledge of how IT infrastructure capability influences firm performance. Finally, this study advances theoretical conceptualization of operational capabilities, and the relationships between IT infrastructure capability and dynamic and operational capabilities.

Flexibility and quality management in manufacturing: an alternative approach

The purpose of this current research is to investigate the impact that implementing quality improvement (QI) processes has on manufacturing flexibility. First, we analyse whether firms that introduce QI processes better adapt their manufacturing flexibility level to the requirements of the environment. Second, we look at whether there are significant differences in this fit in terms of the manufacturing flexibility dimensions between firms that implement QI processes and those that do not. Third, we concentrate on finding out how QI processes intervene as a mediating mechanism in the relationship between manufacturing flexibility fit and performance. In order to do this, we have made a wide-ranging, transnational study within the framework of the European Union, using data from 417 European firms. The results reveal that firms with QI programs achieve higher levels of manufacturing flexibility, though with a worse fit to the requirements of the environment. This is due, not to a lack of flexibility but, rather, to an excess of it, which is not reflected in better performance.

Quality management and collective mind: investigating university R&D from a group focus

ABSTRACT This article analyses how Quality Management (QM) practices moderate the relationship between collective mind (CM), and knowledge transfer (KT) and absorption in university research and development (R&D) groups. The data are taken from 257 R&D groups in different Spanish universities. The findings show that the relationship between CM and KT is significant when QM is included as a moderating variable because QM permits better communication and fosters stronger ties between group members. In the case of knowledge absorption (KA), however, QM does not have a significant effect. The final section presents the studys conclusions and implications. As no studies have tested these effects empirically, our conclusions are highly relevant for academics and researchers.

Achieving engagement among hospitality employees: a serial mediation model

Purpose This paper aims to disclose some mechanisms whereby job engagement can be created in a hospitality context. A study was conducted to examine the relationships among high-performance work practices (HPWPs), empowering leadership behaviors, psychological empowerment and engagement. Design/methodology/approach A theoretical serial mediation model was developed to examine the proposed relationship. The hypotheses were tested using regression analysis with bootstrapping. In total, 340 hotel workers participated in this study. Findings Both empowering leadership and psychological empowerment were found to be independent mediators of the HPWPs–engagement relationship; in addition, empowering leadership and psychological empowerment mediated this relationship serially. Research limitations/implications Results suggest that hospitality organizations should implement HPWPs and encourage empowering leadership behavior in their managers to create a work context that fosters psychological empowerment. These strategies will, in turn, generate employee job engagement. A richer, deeper understanding of various antecedents of engagement is the main theoretical contribution of this work. Practical implications This research stresses the importance of specific organizational conditions and managerial strategies in achieving psychological fulfillment of hospitality employees. In sum, the present study provides important insights for managers and human resource managers in the hospitality industry who seek to foster empowered, engaged employees. Originality/value The findings suggest that HPWPs are associated with employee engagement through a serial mediation model with two mediators. No research to date has used this nascent methodology to explore the association between HPWPs and engagement.