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Abstract Recognizing that not all employees possess knowledge and skills that are of equal strategic importance, we draw on the resource-based view of the firm, human capital theory, and transaction cost economics to develop a human resource architecture of four different employment modes: internal development, acquisition, contracting, and alliance. We use this architecture to derive research questions for studying the relationships among employment modes, employment relationships, human resource configurations, and criteria for competitive advantage. Journal Information The Academy of Management Review, now in its 26th year, is the most cited of management references. AMR ranks as one of the most influential business journals, publishing academically rigorous, conceptual papers that advance the science and practice of management. AMR is a theory development journal for management and organization scholars around the world. AMR publishes novel, insightful and carefully crafted conceptual articles that challenge conventional wisdom concerning all aspects of organizations and their role in society. The journal is open to a variety of perspectives, including those that seek to improve the effectiveness of, as well as those critical of, management and organizations. Each manuscript published in AMR must provide new theoretical insights that can advance our understanding of management and organizations. Most articles include a review of relevant literature as well. AMR is published four times a year with a circulation of 15,000. Publisher Information The Academy of Management (the Academy; AOM) is a leading professional association for scholars dedicated to creating and disseminating knowledge about management and organizations. The Academy's central mission is to enhance the profession of management by advancing the scholarship of management and enriching the professional development of its members. The Academy is also committed to shaping the future of management research and education. Founded in 1936, the Academy of Management is the oldest and largest scholarly management association in the world. Today, the Academy is the professional home for more than 18290 members from 103 nations. Membership in the Academy is open to all individuals who find value in belonging. Rights & Usage This item is part of a JSTOR Collection. Scheduled maintenance: Thursday, December 22 from 3PM to 4PM PST
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Terms in this set (30)The first step in the strategic management process focuses on addressing which factor? Mission statement The environmental analysis part of the strategic management process involves looking at _________. All of these are correct. The HR challenges of merging dissimilar HR systems from different organizations and the dismissal of employees are associated with which corporate strategy? External growth The role of HR in supporting step 1, understanding the planning legacy, of the strategic planning process is to _________. conduct research regarding what has been done regarding the planning process in the past Sarasota Memorial Hospital is able to motivate, engage, and retain its employees based on its strategic plan that emphasizes __________. the five pillars of excellence The HR challenge of cost cutting targeted at payroll expenses is associated with which corporate strategy? Retrenchment The management systems that are analyzed as part of the organizational self-assessment phase of the strategic management process include __________. Culture The HR challenge that emphasizes that employees know what makes their market unique is associated with which corporate strategy? Focus Which of the following statements is (are) true regarding the resource-based model of strategy? It says that organizations achieve competitive advantage when they acquire resources and they create value. The HR challenge that emphasizes incentives and rewards for worker creativity is associated with which corporate strategy? Differentiation The HR challenge of not being able to provide employees with many opportunities is associated with which corporate strategy? Stability The role of HR in supporting step 6, measuring progress, of the strategic planning process is to _________. ensure that all performance measures are clearly understood in the organization Which of the following statements is (are) true regarding the industrial organization model of strategy? All of these are correct The role of HR in supporting step 7, deploying the strategic plan, of the strategic planning process is to _________. develop plans and programs to enhance employee engagement and commitment The role of HR in supporting step 5, develop alternative performance options, of the strategic planning process is to _________. determine what resources exist in the organization versus what resources need to be acquired from outside the organization Dimensions of employee trust include which of the following factors? All of these are correct. According to the Ulrich HR Roles framework, the role that HR needs to play to maximize its contribution to the success of an organization that involves a strategic and systems focus is called a(n) ________. strategic partner According to the Ulrich HR Roles framework, the role that HR needs to play to maximize its contribution to the success of an organization that involves a strategic and people focus is called a(n) ________. change agent Senior management at a high end retailer based in Chicago is concerned with how to foster a work environment and system that will engage the workers and enable them to thrive in terms of the work they perform for the company. Based on the Lengnick-Hall Model, HR needs to focus on playing which role in this situation? Human capital steward Strategic outcomes of HR include: All of these are correct Which of the following is a barrier to the implementation of a strategic approach to HRM? All of these are correct. The Lengnick-Hall and Lengnick-Hall model of strategic HR says that HR must enhance its strategic credibility by playing which of the following roles? All of these are correct The Lepak and Snell framework is based on research that found which of the following? The more unique an organization's human capital, the greater the likelihood that it would be a source of competitive advantage. The antecedents of employee engagement include which of the following factors? Trust HR practices that represent a strategic approach at Southwest Airlines include a(n)________. selection process that is very rigorous Most of the barriers to implementing change in an organization are rooted in its ________. Culture Senior management at a high tech firm based in Silicon Valley is concerned with how to build the capacity of its workforce to adapt to rapid changes in the firm's external environment. In particular, the firm needs work systems to be able to take advantage of opportunities, and to avoid or overcome threats in the external environment of the firm. Based on the Lengnick-Hall Model, HR needs to focus on playing which role in this situation? Rapid deployment specialist Which of the following statements is true regarding a strategic approach to HRM? The role of HR is transformational change leader and initiator. Based on the Strategic HRM Model, HR strategy is composed of: design of jobs and work systems Which of the following statements is true regarding the differences between traditional vs. strategic HR management? Traditional HR focuses more on transactional, recordkeeping activities. 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question Restaurant Sam Snead's in Conway, South Carolina The PepsiCo marketing research division intends to interview teens over a recently created soft drink. Each person will be asked to evaluate it in comparison to their preferred soft drink. What exactly is the experiment? Verified answer Recommended textbook solutions Operations Management: Sustainability and Supply Chain Management12th EditionBarry Render, Chuck Munson, Jay Heizer 1,698 solutions
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The lepak and snell framework is based on research that found which of the following?
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