Psychology and Organizational Effectiveness
In: Organizational Effectiveness, S. 13-44
21 Ergebnisse
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In: Organizational Effectiveness, S. 13-44
In: Organizational Effectiveness, S. 181-200
In: Organizational Effectiveness, S. 115-133
In: Organizational Effectiveness, S. 201-226
In: Organizational Effectiveness, S. 135-158
In: Organizational Effectiveness, S. 85-113
In: Organizational Effectiveness, S. 45-60
In: Organizational Effectiveness, S. 1-10
In: Organizational Effectiveness, S. 259-279
In: Contributions to Conflict Management, Peace Economics and Development; New Wars, New Militaries, New Soldiers: Conflicts, the Armed Forces and the Soldierly Subject, S. 71-91
In: Organizational Effectiveness, S. 159-180
In: Emerging Themes in Information Systems and Organization Studies, S. 155-167
In: Balanced Growth, S. 123-134
In: Using Conflict in Organizations, S. 101-115
In: Beyond the horizon of measurement: Festschrift in honor of Ingwer Borg, S. 105-123
"This paper explores the usefulness of analyzing a firm's performance from a combination of a web-based human resource view and strategic human resource characteristics. In addressing issues pertaining to HR efficiency and HR effectiveness, the Technology Adoption Life Cycle (TALC) model (Moore 2001) is introduced. The latter helps to classify HR practitioner's adoption behavior along the 'TALC' continuum where HR functions and the web-based HRMS are classified. This classification facilitates a better understanding of the HR information technology and strategic HR relationship. The empirical study is based on a web-based portal in which 192 SAP client-users organizations across 5 continents participated. The findings identify the configurations which add significantly to good or poor HR efficiency and HR effectiveness dimensions throughout the usage and implementation of HR technology. It seems that innovative HR technologies play a strategic and operational role in adding value to the HR department's performance. The results show that when some HR technology functionalities are absent or poorly implemented, there are noticeable consequences for the HR department." (author's abstract)