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The purpose of this paper is to perform a context analysis about a specific Kaizen program, suggestion systems in permanent teams, and identified the barriers and facilitators that companies encounter while implementing them from the workers’ perspective.

The authors applied an inductive method, the Grounded Theory, to develop a specific context theory using the information that emerged from a convenience sample of 182 workers in several countries.

The facilitators and barriers identified for the workers in the field study are aligned with those identified in previous studies, generally obtained using information provided by managers. The methodology enabled us to identify the relationships between them and their level of relevance.

The main limitations were linked with the source of the data as the authors worked with a convenience sample and only analyzed the information provided by the workers.

The identified facilitators, their relationships and their relevance, contribute to understand the functioning phenomena of suggestion systems in permanent teams to facilitate organizations using this continuous improvement program more effectively.

The originality of this study, apart from identifying facilitators from the workers’ perspective, is that the used method enabled us to identify the relationships between them and know how the operators perceived their relevance.

To determine how to best deploy the Triple-A supply chain (SC) capabilities (AAA-agility, adaptability and alignment) to improve competitive advantage (CA) by identifying the Triple-A SC model with the highest CA predictive capability.

Assessment of in-sample and out-of-sample predictive capacity of Triple-A-CA models (considering AAA as individual constructs) to find which has the highest CA predictive capacity. BIC, BIC-Akaike weights and PLSpredict are used in a multi-country, multi-informant, multi-sector 304 plant sample.

Greater direct relationship model (DRM) in-sample and out-of-sample CA predictive capacity suggests DRM's greater likelihood of achieving a higher CA predictive capacity than mediated relationship model (MRM). So, DRM can be considered a benchmark for research/practice and the Triple-A SC capabilities as independent levers of performance/CA.

DRM emerges as a reference for analysing how to trigger the three Triple-A SC levers for better performance/CA predictive capacity. Therefore, MRM proposals should be compared to DRM to determine whether their performance is significantly better considering the study's aim.

Results with our sample justify how managers can suitably deploy the Triple-A SC capabilities to improve CA by implementing AAA as independent levers. Single capability deployment does not require levels to be reached in others.

First research considering Triple-A SC capability deployment to better improve performance/CA focusing on model's predictive capability (essential for decision-making), further highlighting the lack of theory and contrasted models for Lee's Triple-A framework.

The link between supply chain agility (SCA) and performance has been tested in previous research with different samples and results. The present paper quantitatively analyses and summarises the impact of SCA on performance found in previous empirical papers and determines the influence of several identified moderators.

Using a meta-analysis approach based on a systematic literature review, a total of 63 empirical papers comprising a sample of 14,469 firms were meta-analysed to consider substantive (type of performance and SCA operationalisation) and extrinsic (economic region and industry) moderators.

Results confirm a significantly large, positive correlation between SCA and performance. None of the analysed moderators has enabled the identification of any significant differences between the SCA and performance correlations by subgroup. However, high heterogeneity in total variance, both in the full sample and the subgroups by moderator, demands further rigorously reported empirical research on this topic with clearly conceptualised variables and frameworks and the use of validated scales.

Several research gaps and best practice recommendations have been indicated to improve future empirical research on this topic.

Practitioners in different economic regions and industries will find consistent evidence of improvements in performance through SCA.

No meta-analysis has been found in previous research to estimate the value of the correlation between SCA and performance and the influence of moderating variables.

To explore the role of human resources (HR), specifically ability, motivation and opportunity practices (AMO) framework and supply chain orientation top management support (SCO-TMS), in driving the dynamic capabilities of the Triple-A (agility, adaptability and alignment), which help to overcome the challenges faced by global supply chains (SC).

A survey is answered by managers from different functions in a sample of 287 manufacturing plants (three manufacturing sectors) and 14 countries (nine developed and five developing). The database is analyzed by PLS-SEM. In-sample and out-of-sample model predictive capacity is assessed by PLSPredict and CVPAT. A multigroup analysis (MGA) has been done to assess the possible influence of the countries’ economic development context in the model.

This research confirms significant positive relationships between AMO and SCO-TMS and AAA capabilities, with SCO-TMS showing a stronger relationship. This highlights the importance of HR aspects (AMO and SCO-TMS) as drivers of Triple-A SC, and particularly the importance of top management’s strategic vision to support SCO and develop collaborative relationships with suppliers and customers. The wide multi-country/multi-sector sample, reinforced by a good model’s in-sample and out-of-sample predictive capacity, makes these results more reliable and generalizable to other settings than other research in the field.

Managers are encouraged to develop AMO practices and SCO-TMS (focusing on SCO-TMS as the main lever) to enhance Triple-A SC capabilities. The analysis of the country’s economic development context still encourages the use of SCO-TMS as the main lever since its effect is higher than that of AMO. This knowledge is crucial to improving the allocation of limited resources toward developing appropriate capabilities.

Following the DCV and ROT perspectives, this research pioneers the analysis of HR practices (AMO) and SCO-TMS as antecedents of the Triple-A SC capabilities, making relevant contributions to the knowledge on the drivers of these relevant dynamic capabilities, an area with limited prior research.

This paper analyzes whether the Triple-A supply chain (SC)–competitive advantage (CA) relationship is influenced by the country context and considers the case of emerging vs developed countries. Any differences in the importance of the three Triple-A SC dimensions (agility, adaptability and alignment) and a potential synergy effect among them when pursuing CA are also analyzed.

Partial least squares structural equation modeling (PLS-SEM) method is applied to an international multiple informant sample of 304 manufacturing plants in nine developed and five emerging countries.

A significant positive relationship is found between the Triple-A SC and CA in the full sample and in the two separate samples of emerging and developed countries, which is more intense in the emerging countries. For the same samples, it is also concluded that (1) there are no significant differences in the importance of SC adaptability (SC-Ad), SC agility (SC-Ag) and SC alignment (SC-Al) as levers in the Triple-A SC–CA relationship and (2) a synergy effect among the Triple-A SC dimensions when pursuing CA is not supported.

The present study brings new evidence to the previous research on Triple-A SC and its relationship with CA in different country contexts. For managers, this work (1) shows that Triple A should be considered in the design of global SCs irrespective of the country context and (2) offers a first approach for determining the Triple-A SC levers that must be taken into consideration when pursuing a CA.

This paper contributes to Triple-A SC theory development. It is the first research study that analyzes the effect of the country context on the Triple-A SC–CA relationship and the importance of each of the Triple-A SC dimensions and their possible synergy effect when pursuing CA using a multiinformant international sample taken from different country contexts.

The purpose of this paper is to establish definitions and dimensions of Triple-A supply chain (SC) variables based on a literature review and to validate a Triple-A SC measurement model using a worldwide multiple informant sample.

Following a literature review, Triple-A SC variables (agility, alignment and adaptability) are conceptualized and a list of possible items is created for their measurement. An international 309 plant sample is used to validate the convergent and criterion validities of the composites proposed to measure Triple-A SC.

Contributions to the literature: clarification of Triple-A SC variable concepts; identification of key dimensions of Triple-A SC variables; development of a validated Triple-A SC measurement scale for future empirical research and industrial applications.

A rigorously validated instrument is needed to measure Triple-A SC variables and enable researchers to credibly test theories regarding causal links between capabilities, practices and performance.

Proposal of a scale for use by managers of different functions to analyze Triple-A SC deployment in the company.

The only Triple-A SC scale used in the previous literature has serious limitations: scales were not taken from an extended literature review; data were collected from single respondents in a single country. This is the first validated Triple-A SC measurement model to overcome these limitations.

The purpose of this paper is to show a real experience of how a scheme of continuous improvement has been gradually transformed, from a very unsuccessful start, passing through different phases and finally delivering results for the firm.

The authors analyse the evolution of the formal programs of continuous improvement of a firm in a traditional sector (food). The data for the research were gathered by means of participatory observation over the course of 18 months spent in the firm attending the meetings of the improvement teams.

Both programs (individual and group) have proved to be very profitable for the company. However, there is no magic formula for the correct operation of the system of continuous improvement. The existing system has to be continually improved, correcting faults and trying always to contribute something new to re‐launch the system regularly.

This study has also permitted the authors to highlight the importance of continuous improvement in the firm from both the economic point of view and that of worker development.

The investigation aims to help to cover the lack of longitudinal case studies of continuous improvement.

The first goal of this research is to analyse the effects of lean production (LP) on the policy of human resource management (HRM). The second is to determine whether or not implementation of HRM practices associated with LP explains the differences in organizational performance between manufacturing plants.

The paper developed a questionnaire for data collection. Findings are presented from 76 establishments (79.17 per cent of the total sample) that specialise in single‐firing ceramic tiles in Spain.

Companies that make the most of LP practices are also those that take care to train workers in using these practices as well as improving their employment security. However, the same is not true for the pay for performance system. The combination of LP with HRM practices reduces inventory and boosts productivity but does not appear to affect the other performance variables analysed.

For certain variables very little variation was found between the plants in the samples. The data are cross‐sectional, so causality cannot be definitively determined.

This paper indicates the HRM practices associated with the LP and the results obtained. It can thus be used to help human resource and production departments in improving organizational performance.

The paper extends the work of other researchers by focusing on a sector and a country that have been very little studied to date. The sample consists of a set of plants that are fairly homogeneous, which facilitates the analysis of the relationships between the selected variables, while keeping other variables controlled.

Scholars in social sciences tend to use the term of path dependence without explaining exactly what they mean by it. Path dependence is a useful approach to understand the success or otherwise of the implementation of management innovation. The aim of this paper is to identify under which conditions it makes sense to talk about path dependence, and the relevance of using path dependence to the analysis of management innovation.

The path dependence literature in different contexts and knowledge areas within social science is reviewed using a narrative approach.

The concept of path dependence can be used to study management innovation, particularly when analyzing the introduction of new management practices. The authors argue that the order in which management practices are introduced has a profound effect on the outcomes for the organization. When the appropriate practices are introduced first, these create enhanced capabilities for the implementation of subsequent practices. If inappropriate practices are rolled out, they may severely impede management innovation and thus evolution and change of the firm.

This work highlights the need to conduct further research to understand the interaction between existing practices and the new ones. This study can be extended with an empirical work to corroborate the results presented here.

By reviewing the different definitions of path dependence that exist in the literature, this paper will stimulate a debate on the necessary and sufficient conditions of path dependence and encourage a greater level of clarity in the management innovation area.

The purpose of this paper is to analyse the effect of training on ad hoc teams in an industrial setting.

In this paper, data were collected from 11 Spanish automobile manufacturer suppliers and included the assessment of the current situation, the creation and holding of different workshops followed by the collection of the results.

The paper finds that ad hoc teams are really effective especially in lean companies.

This paper breaks new ground in analysing the effect of training ad hoc teams in an industrial setting.