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首页> 外文期刊>Journal of socio-economics >Organizational innovations, human resources and firm performance The Emilia-Romagna food sector
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Organizational innovations, human resources and firm performance The Emilia-Romagna food sector

机译：组织创新，人力资源和公司绩效艾米利亚—罗马涅食品行业

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This paper studies the relationship between organizational innovation, industrial relations and economic performance at the firm level. It adopts an applied perspective by means of a comprehensive survey on a specific industrial sector, the food industry, with the aim of investigating: (ⅰ) the degree of organizational innovation and the diffusion of HRM practices; (ⅱ) the relevance of the interaction between unions and top management in the process of decision-making at an operative, organizational and strategic level; (ⅲ) the relations between the intensity of organizational innovation and the quality of industrial relations; (ⅳ) the effects of organizational changes on firm performance. The focus is on firms with bargaining activity at establishment level where worker committees exist. The dataset is derived from a structured questionnaire submitted to union members concerning structural data on firms and local productive units, production flexibility, organizational models, compensation systems, industrial relations and firm performance. The quantitative analysis highlights the following critical elements. First, the firm governance seems characterized by a strong relevance of industrial relations, in terms of "good quality atmosphere" and "involvement of worker representatives and employees": their action proves to be a stimulus to organizational changes. The set of industrial relations variables does emerge as a significant factor explaining firm innovation intensity. Second, although we cannot ascertain the causal link given the cross-sectional nature of data, firm performance and organizational innovations arise as two elements which are strictly and positively related to each other. Third, the evidence points out that good industrial relations are important as far as the firm performance is concerned; nevertheless their role is mediated by their effects on organizational changes rather than having a direct impact on performance.
机译：本文研究了企业层面组织创新，产业关系与经济绩效之间的关系。它通过对特定工业部门，食品工业的全面调查，采用了应用的观点，目的是调查：（ⅰ）组织创新的程度和人力资源管理做法的传播； （ⅱ）工会与高层管理人员之间的互动在运营，组织和战略层面的决策过程中的相关性； （ⅲ）组织创新强度与劳资关系质量之间的关系； （ⅳ）组织变革对公司绩效的影响。重点是在存在工人委员会的企业一级进行讨价还价活动的公司。该数据集来自提交给工会会员的结构化问卷，涉及企业和当地生产单位的结构性数据，生产灵活性，组织模型，薪酬体系，劳资关系和企业绩效。定量分析突出了以下关键要素。首先，就“良好的氛围”和“工人代表和雇员的参与”而言，公司治理似乎具有密切的劳资关系特征：事实证明，他们的行为是对组织变革的刺激。劳资关系变量集确实成为解释企业创新强度的重要因素。其次，尽管鉴于数据的横断面性质我们无法确定因果关系，但公司绩效和组织创新是两个相互严格且正相关的要素。第三，有证据表明，良好的劳资关系对公司的业绩至关重要。但是，它们的作用是通过其对组织变革的影响来调节的，而不是直接影响绩效。

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