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Knowledge strategies, firm types, and complementarity in human-resource practices

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Listed:
  • Keld Laursen
  • Volker Mahnke

Abstract

This paper argues that complementary human resource practices play an important role in the development of a knowledge-based theory of firm differences. We find that firm types and knowledge strategies impact combinations of human resource practices employed in support of current activity systems and innovation. While recent evidence suggests that consistency among human resource practices is conducive, e.g. for productivity increases, research on complementarities among human resource management practices remains sparse, and focussed on single industries or firms. Additionally, little is known whether and how human resource practices support activity systems in different firm types and innovation. This paper addresses this gap by investigating the impact of firm type, knowledge strategies pursued, and external linkages on the application of complementarity human resource practices in a multisectoral sample of 684 manufacturing and 1,216 non-manufacturing firms. We develop hypotheses from the knowledge-based perspective, the theory of complementarity, and the strategic human resource literature. Our results support prior findings about complementarity between human resource practices, but complementarity effects differ in strength. Additionally, combinations of practices applied differ significantly with contingency factors such as knowledge strategies pursued and firm type. Thus, calling for a stronger integration between strategic management and human resource management.

Suggested Citation

  • Keld Laursen & Volker Mahnke, "undated". "Knowledge strategies, firm types, and complementarity in human-resource practices," IVS/CBS Working Papers 00-8, Department of Industrial Economics and Strategy, Copenhagen Business School.
  • Handle: RePEc:ivs:iivswp:00-8
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    References listed on IDEAS

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    1. Mendelson, Haim & Pillai, Ravindran R., 1999. "Information Age organizations, dynamics and performance," Journal of Economic Behavior & Organization, Elsevier, vol. 38(3), pages 253-281, March.
    2. Susan Athey & Scott Stern, 1998. "An Empirical Framework for Testing Theories About Complimentarity in Organizational Design," NBER Working Papers 6600, National Bureau of Economic Research, Inc.
    3. repec:mes:jeciss:v:30:y:1996:i:4:p:1212-1216 is not listed on IDEAS
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    Cited by:

    1. Nathalie Greenan & Edward Lorenz, 2013. "Developing harmonized measures of the dynamics of organizations and work," Chapters,in: Handbook of Innovation Indicators and Measurement, chapter 10, pages 247-278 Edward Elgar Publishing.
    2. Niesten, Eva & Jolink, Albert, 2012. "Incentives, opportunism and behavioral uncertainty in electricity industries," Journal of Business Research, Elsevier, vol. 65(7), pages 1031-1039.
    3. Santiago-Rodriguez, Fernando, 2010. "Human resource management and learning for innovation: pharmaceuticals in Mexico," MERIT Working Papers 002, United Nations University - Maastricht Economic and Social Research Institute on Innovation and Technology (MERIT).
    4. Caroline Mothe & Uyen T. Nguyen-Thi & Phu Nguyen-Van, 2015. "Assessing complementarity in organizational innovations for technological innovation: the role of knowledge management practices," Applied Economics, Taylor & Francis Journals, vol. 47(29), pages 3040-3058, June.
    5. Santiago, Fernando & Alcorta, Ludovico, 2012. "Human resource management for learning through knowledge exploitation and knowledge exploration: Pharmaceuticals in Mexico," Structural Change and Economic Dynamics, Elsevier, vol. 23(4), pages 530-546.
    6. Ganter, Alois & Hecker, Achim, 2013. "Deciphering antecedents of organizational innovation," Journal of Business Research, Elsevier, vol. 66(5), pages 575-584.
    7. Arnaldo Camuffo, 2002. "The Changing Nature of Internal Labor Markets," Journal of Management & Governance, Springer;Accademia Italiana di Economia Aziendale (AIDEA), vol. 6(4), pages 281-294, December.
    8. Caroline Mothe & Thu Nguyen Nguyen Thi & Phu Nguyen-Van, 2015. "Complementarities in organizational innovation practices: evidence from French industrial firms Complementarities in organizational innovation practices: evidence from French industrial firms," Post-Print hal-01293802, HAL.
    9. repec:ipg:wpaper:2014-488 is not listed on IDEAS
    10. John Child & Suzana Rodrigues, 2003. "Corporate Governance and New Organizational Forms: Issues of Double and Multiple Agency," Journal of Management & Governance, Springer;Accademia Italiana di Economia Aziendale (AIDEA), vol. 7(4), pages 337-360, December.
    11. Caroline Mothe & Uyen T. Nguyen-Thi & Phu Nguyen-Van, 2014. "Are organizational innovation practices complements or substitutes for technological innovation performance?," Working Papers of BETA 2014-12, Bureau d'Economie Théorique et Appliquée, UDS, Strasbourg.
    12. Gallié, Emilie-Pauline & Legros, Diégo, 2012. "French firms’ strategies for protecting their intellectual property," Research Policy, Elsevier, vol. 41(4), pages 780-794.
    13. Amara, Nabil & Landry, Réjean & Traoré, Namatié, 2008. "Managing the protection of innovations in knowledge-intensive business services," Research Policy, Elsevier, vol. 37(9), pages 1530-1547, October.
    14. Josef Windsperger, 2003. "Complementarities and Substitutabilities in Franchise Contracting: Some Results from the German Franchise Sector," Journal of Management & Governance, Springer;Accademia Italiana di Economia Aziendale (AIDEA), vol. 7(3), pages 291-313, September.
    15. Galia, Fabrice & Legros, Diego, 2004. "Complementarities between obstacles to innovation: evidence from France," Research Policy, Elsevier, vol. 33(8), pages 1185-1199, October.
    16. Giulio Cainelli & Massimiliano Mazzanti & Roberto Zoboli, 2011. "Enviromental Innovations, Complementarity and Local/Global Cooperation," Working Papers 201104, University of Ferrara, Department of Economics.

    More about this item

    Keywords

    Human resource management practices; complementarieties; knowledge strategies;

    JEL classification:

    • C21 - Mathematical and Quantitative Methods - - Single Equation Models; Single Variables - - - Cross-Sectional Models; Spatial Models; Treatment Effect Models
    • D21 - Microeconomics - - Production and Organizations - - - Firm Behavior: Theory
    • D23 - Microeconomics - - Production and Organizations - - - Organizational Behavior; Transaction Costs; Property Rights

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