This paper comprehensively examined the linkages between systems of High Performance Work Practices and firm performance. Results based on a national sample of nearly one thousand firms indicate that these practices have an economically and statistically significant impact on both intermediate outcomes (turnover and productivity) and short- and long-term measures of corporate financial performance. Support for the predictions that the impact of High Performance Work Practices is in part contingent on their interrelationships and links with competitive strategy was limited.

https://papers.ssrn.com/sol3/Delivery.cfm/SSRN_ID1803666_code1640113.pdf?abstractid=1803666&mirid=5&type=2

The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance

This study comprehensively evaluated the links between systems of High Performance Work Practices and firm performance. Results based on a national sample of nearly one thousand firms indicate that these practices have an economically and statistically significant impact on both intermediate employee outcomes (turnover and productivity) and short- and long-term measures of corporate financial performance. Support for predictions that the impact of High Performance Work Practices on firm performance is in part contingent on their interrelationships and links with competitive strategy was limited. The impact of human resource management (HRM) policies and prac

/pdf/the-impact-of-human-resource-management-practices-on-hesrlz2jwc.pdf

The Impact Of Human Resource Management Practices On Turnover, Productivity, And Corporate Financial Performance

The Social Psychology of Organizations.

The field of strategic human resource management (SHRM) has been criticized for lacking a solid theoretical foundation. This article documents that, contrary to this criticism, the SHRM literature ...

https://www.jstor.org/stable/pdfplus/256713.pdf

Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions

Using a unique international data set from a 1989–90 survey of 62 automotive assembly plants, the author tests two hypotheses: that innovative HR practices affect performance not individually but as interrelated elements in an internally consistent HR “bundle” or system; and that these HR bundles contribute most to assembly plant productivity and quality when they are integrated with manufacturing policies under the “organizational logic” of a flexible production system. Analysis of the survey data, which tests three indices representing distinct bundles of human resource and manufacturing practices, supports both hypotheses. Flexible production plants with team-based work systems, “high-commitment” HR practices (such as contingent compensation and extensive training), and low inventory and repair buffers consistently outperformed mass production plants. Variables capturing two-way and three-way interactions among the bundles of practices are even better predictors of performance, supporting the integrati...

https://www.jstor.org/stable/pdfplus/2524483.pdf

Human resource bundles and manufacturing performance: organizational logic and flexible production systems in the world auto industry

Using an empirical taxonomy identifying two types of human resource systems, “control” and “commitment,” this study tested the strategic human resource proposition that specific combinations of policies and practices are useful in predicting differences in performance and turnover across steel “minimills.” The mills with commitment systems had higher productivity, lower scrap rates, and lower employee turnover than those with control systems. In addition, human resource system moderated the relationship between turnover and manufacturing performance.

https://www.jstor.org/stable/pdf/256705.pdf

Effects of human resource systems on manufacturing performance and turnover

This study tests the “strategic choice” proposition that variation in workplace industrial relations policies and practices is related to differences in business strategy. A cluster analysis of dat...

https://www.jstor.org/stable/pdfplus/2524274.pdf

The Link between Business Strategy and Industrial Relations Systems in American Steel Minimills

https://isiarticles.com/bundles/Article/pre/pdf/13706.pdf

Validating the human resource system structure: A levels-based strategic HRM approach

This study examined how suggestion-based employee knowledge generated through a gainsharing productivity improvement program affected organizational performance. We propose that in addition to an o...

Ramping up the Organizational Learning Curve: Assessing the Impact of Deliberate Learning on Organizational Performance Under Gainsharing

The authors propose a model of gainsharing as an organizational learning system. Analyzing employee suggestions submitted over the first four years of a gainsharing plan at one plant, the authors f...

Jeffrey B. Arthur

Papers

Effects of human resource systems on manufacturing performance and turnover

The Link between Business Strategy and Industrial Relations Systems in American Steel Minimills

Validating the human resource system structure: A levels-based strategic HRM approach

Ramping up the Organizational Learning Curve: Assessing the Impact of Deliberate Learning on Organizational Performance Under Gainsharing

Gainsharing and Organizational Learning: An Analysis of Employee Suggestions Over Time