Examining the Effect of Strategic Alignment on Business Performance: Knowledge Management, Information Technology, and Human Resource Management Strategies
| Autor: | Yue-Yang Chen, 陳岳陽 |
|---|---|
| Rok vydání: | 2007 |
| Druh dokumentu: | 學位論文 ; thesis |
| Popis: | 95 Because knowledge now is regarded to be a critical strategic resource for organizations, it is important to know how to effectively manage and integrate various kinds of knowledge resources. Recently, the importance of information technology (IT) as a tool to facilitate effective knowledge management (KM) activities has become apparent. The match of IT and KM is an important concern for executives. However, their high-high fit does not always yield positive organizational outcomes, because enough exceptions exist to indicate that knowledge management strategy and human resource management (HRM) strategy are interdependent and must be integrated with IT as a whole. Consequently, a linkage of effective IT and KM strategy with HRM strategy is the key to reducing costs, which in turn, achieves higher performance. Drawing on the concept of strategic alignment, the present research proposes a KM strategic alignment model (KMSAM) in the management information system area within which KM strategy, IT strategy, and HRM strategy coexist. Empirical data for hypotheses testing are collected from top-ranked companies in Taiwan; yielding 161 valid samples. Performance implications of strategic alignment are examined using multiple perspectives with covariation, profile deviation, and matching approaches. The generated findings show that the holistic perspective of fit as covariation and fit as profile deviation supported the strategic alignment relationships among KM strategy, IT strategy, and HRM strategy to business performance. When the reductionistic perspective of fit as matching comes into play, the bivariate relationships dealing with the individual dimensions of the relevant constructs that have been found to have a significant impact on business performance were been identified. The bivariate strategic alignment patterns are: human-IT environment scanning fit (KM-IT fit), system-strategic use of IT fit (KM-IT fit), human-reward systems fit (KM-HRM fit), system-HR flow fit (KM-HRM fit), system-work systems fit (KM-HRM fit), and system-reward systems fit (KM-HRM fit). From the empirical data, meaningful findings and conclusions are derived, and suggestions for future research are proposed and discussed. |
| Databáze: | Networked Digital Library of Theses & Dissertations |
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