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Interim-Management: A Paradox for Leadership Research?

Author

Listed:
  • Jürgen Bruns

    (Managing Director in the Chemical Industry, Germany)

  • Rüdiger Kabst

    (University of Giessen)

Abstract

The study focuses on Interim-Management as a so far rarely discussed phenomenon of the flexible firm. Contradicting popular leadership perception, the authors argue that Interim-Management does not constitute a leadership paradox but can be explained by established organization theory. In particular, transaction cost economics as well as resource-based view help explain the utilization of Interim-Management. Furthermore, the authors show that Interim-Management constitutes a response to reduced investments in human resources. Companies that have reduced the extent and the costs of training activities during the last years show a higher probability to utilize Interim-Managers.

Suggested Citation

  • Jürgen Bruns & Rüdiger Kabst, 2005. "Interim-Management: A Paradox for Leadership Research?," management revue - Socio-Economic Studies, Nomos Verlagsgesellschaft mbH & Co. KG, vol. 16(4), pages 512-524.
    • Handle: RePEc:nms:mamere:1861-9908_mrev_2005_04_bruns
    as

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    File URL: https://www.nomos-elibrary.de/10.5771/0935-9915-2005-4-512
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    References listed on IDEAS

    as
    1. Williamson, Oliver E, 1979. "Transaction-Cost Economics: The Governance of Contractural Relations," Journal of Law and Economics, University of Chicago Press, vol. 22(2), pages 233-261, October.
    2. Patrick M. Wright & John J. Haggerty, 2005. "Missing Variables in Theories of Strategic Human Resource Management: Time, Cause, and Individuals," management revue - Socio-Economic Studies, Nomos Verlagsgesellschaft mbH & Co. KG, vol. 16(2), pages 164-173.
    3. John Paul Macduffie, 1995. "Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry," ILR Review, Cornell University, ILR School, vol. 48(2), pages 197-221, January.
    4. Oliver E. Williamson, 1999. "Strategy research: governance and competence perspectives," Strategic Management Journal, Wiley Blackwell, vol. 20(12), pages 1087-1108, December.
    5. Patrick M. Wright & John J. Haggerty, 2005. "Missing Variables in Theories of Strategic Human Resource Management: Time, Cause, and Individuals," management revue. Socio-economic Studies, Rainer Hampp Verlag, vol. 16(2), pages 164-173.
    6. Oliver E. Williamson & Michael L. Wachter & Jeffrey E. Harris, 1975. "Understanding the Employment Relation: The Analysis of Idiosyncratic Exchange," Bell Journal of Economics, The RAND Corporation, vol. 6(1), pages 250-278, Spring.
    Full references (including those not matched with items on IDEAS)

    Citations

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    Cited by:

    1. Martin, Albert & Kabst, Rüdiger, 2013. "Mitarbeiterorientierte Personalpolitik und Unternehmenserfolg: Ein Anwendungsfall der Anreiz-Beitrags-Theorie," Schriften aus dem Institut für Mittelstandsforschung 48, Leuphana Universität Lüneburg, Institut für Mittelstandsforschung (IMF).
    2. Marica Mihaela-Emilia, 2021. "Interim – Management as a new Form of Employment – opportune in a globalized context," Proceedings of the International Conference on Business Excellence, Sciendo, vol. 15(1), pages 975-981, December.
    3. Andrea Bencsik & Zsuzsanna Godany & Akosne dr Mathe, 2019. "Knowledge Acquisition – Sharing Based on Interim Manager Experiences," International Journal of Business and Administrative Studies, Professor Dr. Bahaudin G. Mujtaba, vol. 5(5), pages 282-293.
    4. Simon Kratzer & Andreas Drechsler & Markus Westner & Susanne Strahringer, 2022. "The Fractional CIO in SMEs: conceptualization and research agenda," Information Systems and e-Business Management, Springer, vol. 20(3), pages 581-611, September.

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    More about this item

    Keywords

    Interim-Management; Labor Flexibility; Transaction Cost; Economics; Resource-Based View; Strategic Human Resource Management;
    All these keywords.

    JEL classification:

    • F23 - International Economics - - International Factor Movements and International Business - - - Multinational Firms; International Business
    • J53 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - Labor-Management Relations; Industrial Jurisprudence
    • M10 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - General

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