Journal ArticleDOI
The Impact of Human Resource Management on Organizational Performance: Progress and Prospects
Brian E. Becker,Barry Gerhart +1 more
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In this paper, the authors describe why human resource management (HRM) decisions are likely to have an important and unique influence on organizational performance, and their hope is that this research forum will help advance...Abstract:
We describe why human resource management (HRM) decisions are likely to have an important and unique influence on organizational performance. Our hope is that this research forum will help advance ...read more
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Journal ArticleDOI
Human Resource Management, TQM, and Firm Performance in Small and Medium-Size Enterprises
TL;DR: In this article, the moderating effect of two key human resource practices on the relationship between organizational strategy and firm performance was analyzed in a sample of 66 small to medium-sized organizations.
Journal ArticleDOI
The role of HRM practices, procedural justice, organizational support and trust in organizational commitment and in-role and extra-role performance
TL;DR: In this article, the authors examine the process linking human resource practices and organizational commitment and superior rating performance, and find that the sole implementation of HRM practices, however innovative they may be, does not suffice to improve behavioral performance.
Journal ArticleDOI
Business strategy, human resources, labour market flexibility and competitive advantage
Jonathan Michie,Maura Sheehan +1 more
TL;DR: Michie, J.N. as mentioned in this paper, and Sheehan, M.B. (2005). "Business strategy, human resources, labour market flexibility and competitive advantage", International Journal of Human Resource Management, 16(3), 445-464.
Journal ArticleDOI
Does intellectual capital mediate the relationship between HRM and organizational performance ? Perspective of a health care industry in Taiwan
TL;DR: In this article, the authors predict that the three components of intellectual capital, namely, human capital, relational capital, and organizational capital, mediate the relationship between HRM practices and organizational performance.
Journal ArticleDOI
Achieving competitive advantage through human resource strategy: Towards a theory of industry dynamics
TL;DR: In this paper, the authors use the resource-based view of the firm, along with other theoretical sources, to outline the basic elements of a theory of human resource advantage, and identify situations in which we can be reasonably confident we understand the requirements for HR advantage and others where much more research is needed.
References
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Book ChapterDOI
Firm Resources and Sustained Competitive Advantage
TL;DR: In this article, the authors examined the link between firm resources and sustained competitive advantage and analyzed the potential of several firm resources for generating sustained competitive advantages, including value, rareness, imitability, and substitutability.
Book ChapterDOI
The Core Competence of the Corporation
C. K. Prahalad,Gary Hamel +1 more
TL;DR: The most powerful way to prevail in global competition is still invisible to many companies as discussed by the authors, which is why the concept of the corporation itself has not yet been recognized as a powerful competitive advantage.
Book
The balanced scorecard : measures that drive performance
Robert S. Kaplan,David P. Norton +1 more
TL;DR: A "balanced scorecard" is developed, a new performance measurement system that gives top managers a fast but comprehensive view of the business and complements those financial measures with three sets of operational measures having to do with customer satisfaction, internal processes, and the organization's ability to learn and improve.
Posted Content
The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance
TL;DR: In this article, the authors examined the linkages between systems of high performance work practices and firm performance and found 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.
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The Impact Of Human Resource Management Practices On Turnover, Productivity, And Corporate Financial Performance
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