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Understanding HRM-Firm Performance Linkages: The Role of the "Strength" of the HRM System

https://doi.org/10.5465/amr.2004.12736076

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What this work says

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Assessing human resource practices alignment: A case study

inferred← citeshttps://doi.org/10.1002/hrm.20407openalex-snapshot

The effects of downsizing on labor productivity: The value of showing consideration for employees' morale and welfare in high‐performance work systems

inferred← citeshttps://doi.org/10.1002/hrm.20424openalex-snapshot

Alignment, integration, and consistency in HRM across multi‐employer networks

inferred← citeshttps://doi.org/10.1002/hrm.21463openalex-snapshot

Building ambidexterity: The role of human resource practices in the performance of firms from Spain

inferred← citeshttps://doi.org/10.1002/hrm.21473openalex-snapshot

How to identify leadership potential: Development and testing of a consensus model

inferred← citeshttps://doi.org/10.1002/hrm.21478openalex-snapshot

Linking HRM and knowledge transfer via individual‐level mechanisms

inferred← citeshttps://doi.org/10.1002/hrm.21493openalex-snapshot

Discretionary and transactional human resource practices and employee outcomes: The role of perceived organizational support

inferred← citeshttps://doi.org/10.1002/hrm.21494openalex-snapshot

Perceived supervisor support climate, perceived investment in employee development climate, and business‐unit performance

inferred← citeshttps://doi.org/10.1002/hrm.21502openalex-snapshot

Are HRM processes important?

inferred← citeshttps://doi.org/10.1002/hrm.21504openalex-snapshot

Strategic HRM as social design for environmental sustainability in organization

inferred← citeshttps://doi.org/10.1002/hrm.21505openalex-snapshot

High‐involvement work practices and environmental capabilities: How HIWPS create environmentally based sustainable competitive advantages

inferred← citeshttps://doi.org/10.1002/hrm.21512openalex-snapshot

The Relationship Between Line Manager Behavior, Perceived HRM Practices, and Individual Performance: Examining the Mediating Role of Engagement

inferred← citeshttps://doi.org/10.1002/hrm.21515openalex-snapshot

Work Design–Related Antecedents of Turnover Intention: A Multilevel Approach

inferred← citeshttps://doi.org/10.1002/hrm.21516openalex-snapshot

Exploring the Fit Perspective: An Ethnographic Approach

inferred← citeshttps://doi.org/10.1002/hrm.21525openalex-snapshot

Talent or Not? Employee Reactions to Talent Identification

inferred← citeshttps://doi.org/10.1002/hrm.21529openalex-snapshot

Promoting Effective Psychological Contracts Through Leadership: The Missing Link Between HR Strategy and Performance

inferred← citeshttps://doi.org/10.1002/hrm.21546openalex-snapshot

Using Social Network Research in HRM: Scratching the Surface of a Fundamental Basis of HRM

inferred← citeshttps://doi.org/10.1002/hrm.21560openalex-snapshot

Competency Models at Work: The Value of Perceived Relevance and Fair Rewards for Employee Outcomes

inferred← citeshttps://doi.org/10.1002/hrm.21569openalex-snapshot

How High‐Commitment HRM Relates to Engagement and Commitment: The Moderating Role of Task Proficiency

inferred← citeshttps://doi.org/10.1002/hrm.21576openalex-snapshot

First‐Line Managers' HR Involvement and HR Effectiveness: The Case of South Korea

inferred← citeshttps://doi.org/10.1002/hrm.21578openalex-snapshot

Employee Perceptions of Line Management Performance: Applying the AMO Theory to Explain the Effectiveness of Line Managers' HRM Implementation

inferred← citeshttps://doi.org/10.1002/hrm.21585openalex-snapshot

Retaining Employees Through Anti-Sexual Harassment Practices: Exploring the Mediating Role of Psychological Distress and Employee Engagement

inferred← citeshttps://doi.org/10.1002/hrm.21588openalex-snapshot

Enjoying New Ways to Work: An HRM‐Process Approach to Study Flow

inferred← citeshttps://doi.org/10.1002/hrm.21589openalex-snapshot

Expanding Insights on the Diversity Climate–Performance Link: The Role of Workgroup Discrimination and Group Size

inferred← citeshttps://doi.org/10.1002/hrm.21593openalex-snapshot

Human Resource Systems and Ethical Climates: A Resource‐Based Perspective

inferred← citeshttps://doi.org/10.1002/hrm.21594openalex-snapshot

Guest Editors' Note: Human Resource Management and the Line

inferred← citeshttps://doi.org/10.1002/hrm.21602openalex-snapshot

Standardize or Customize: The Interactive Effects of HRM and Environment Uncertainty on MNC Subsidiary Performance

inferred← citeshttps://doi.org/10.1002/hrm.21603openalex-snapshot

The Relationships Between MBO System Strength and Goal‐Climate Quality and Strength

inferred← citeshttps://doi.org/10.1002/hrm.21604openalex-snapshot

What Determines Employee Perceptions of HRM Process Features? The Case of Performance Appraisal in MNC Subsidiaries

inferred← citeshttps://doi.org/10.1002/hrm.21605openalex-snapshot

Mind the Intended‐Implemented Gap: Understanding Employees’ Perceptions of HRM

inferred← citeshttps://doi.org/10.1002/hrm.21606openalex-snapshot

Content vs. Process in the HRM ‐Performance Relationship: An Empirical Examination

inferred← citeshttps://doi.org/10.1002/hrm.21623openalex-snapshot

My Strengths Count!

inferred← citeshttps://doi.org/10.1002/hrm.21644openalex-snapshot

Guest Editors’ Introduction: Is the HRM Process Important? Past, Current, and Future Challenges

inferred← citeshttps://doi.org/10.1002/hrm.21649openalex-snapshot

Why Complementary HRM Practices Impact Performance: The Case of Rewards, Job Design, and Work Climate in a Knowledge‐Sharing Context

inferred← citeshttps://doi.org/10.1002/hrm.21661openalex-snapshot

The HRM Process Approach: The Influence of Employees’ Attribution to Explain the HRM-Performance Relationship

inferred← citeshttps://doi.org/10.1002/hrm.21670openalex-snapshot

Credit Where Credit is Due: A Field Survey of the Interactive Effects of Credit Expectations and Leaders’ Credit Allocation on Employee Turnover

inferred← citeshttps://doi.org/10.1002/hrm.21672openalex-snapshot

How Top Management HR Beliefs and Values Affect High‐Performance Work System Adoption and Implementation Effectiveness

inferred← citeshttps://doi.org/10.1002/hrm.21691openalex-snapshot

Demands or Resources? The Relationship Between HR Practices, Employee Engagement, and Emotional Exhaustion Within a Hybrid Model of Employment Relations

inferred← citeshttps://doi.org/10.1002/hrm.21709openalex-snapshot

HR Practices and Knowledge Brokering by Hybrid Middle Managers in Hospital Settings: The Influence of Professional Hierarchy

inferred← citeshttps://doi.org/10.1002/hrm.21717openalex-snapshot

An Exploration of the Role Duality Experienced by HR Professionals as Both Implementers and Recipients of HR Practices: Evidence from the Indian Railways

inferred← citeshttps://doi.org/10.1002/hrm.21723openalex-snapshot

Off the Mark: Response to Kaufman's Evolution of Strategic HRM

inferred← citeshttps://doi.org/10.1002/hrm.21727openalex-snapshot

Social Capital Effects on the Career and Development Outcomes of HR Professionals

inferred← citeshttps://doi.org/10.1002/hrm.21736openalex-snapshot

The Business Case for Gender Diversity: Examining the Role of Human Resource Management Investments

inferred← citeshttps://doi.org/10.1002/hrm.21765openalex-snapshot

Incentive Pay and Firm Performance: Moderating Roles of Procedural Justice Climate and Environmental Turbulence

inferred← citeshttps://doi.org/10.1002/hrm.21767openalex-snapshot

High‐Performance Work Systems in Professional Service Firms: Examining the Practices‐Resources‐Uses‐Performance Linkage

inferred← citeshttps://doi.org/10.1002/hrm.21768openalex-snapshot

Human Capital Factors Affecting Human Resource (HR) Managers' Commitment to HR and the Mediating Role of Perceived Organizational Value on HR

inferred← citeshttps://doi.org/10.1002/hrm.21771openalex-snapshot

Understanding Employees’ Perceptions of Human Resource Practices: Effects of Demographic Dissimilarity to Managers and Coworkers

inferred← citeshttps://doi.org/10.1002/hrm.21786openalex-snapshot

Career Management in High-Performing Organizations: A Set-Theoretic Approach

inferred← citeshttps://doi.org/10.1002/hrm.21792openalex-snapshot

Effects of Green HRM Practices on Employee Workplace Green Behavior: The Role of Psychological Green Climate and Employee Green Values

inferred← citeshttps://doi.org/10.1002/hrm.21794openalex-snapshot

The Relationship Between HR Capabilities and Quality of Patient Care: The Mediating Role of Proactive Work Behaviors

inferred← citeshttps://doi.org/10.1002/hrm.21798openalex-snapshot

HRM System Strength and HRM Target Achievement-Toward a Broader Understanding of HRM Processes

inferred← citeshttps://doi.org/10.1002/hrm.21800openalex-snapshot

Do Opportunities for Formal Learning Stimulate Follow-Up Participation in Informal Learning? A Three-Wave Study

inferred← citeshttps://doi.org/10.1002/hrm.21803openalex-snapshot

Perceptions of High-Involvement Work Practices, Person-Organization Fit, and Burnout: A Time-Lagged Study of Health Care Employees

inferred← citeshttps://doi.org/10.1002/hrm.21836openalex-snapshot

Strategic HR system differentiation between jobs: The effects on firm performance and employee outcomes

inferred← citeshttps://doi.org/10.1002/hrm.21845openalex-snapshot

Disability status, individual variable pay, and pay satisfaction: Does relational and institutional trust make a difference?

inferred← citeshttps://doi.org/10.1002/hrm.21847openalex-snapshot

Expanding the methodological toolbox of HRM researchers: The added value of latent bathtub models and optimal matching analysis

inferred← citeshttps://doi.org/10.1002/hrm.21859openalex-snapshot

A multilevel examination of the relationship between role overload and employee subjective health: The buffering effect of support climates

inferred← citeshttps://doi.org/10.1002/hrm.21869openalex-snapshot

High‐performance organizing, environmental management, and organizational performance: An evolutionary economics perspective

inferred← citeshttps://doi.org/10.1002/hrm.21873openalex-snapshot

Workplace contextual supports for LGBT employees: A review, meta‐analysis, and agenda for future research

inferred← citeshttps://doi.org/10.1002/hrm.21891openalex-snapshot

Cross‐level effects of support climate: Main and moderating roles

inferred← citeshttps://doi.org/10.1002/hrm.21899openalex-snapshot

Moderating effect of pay dispersion on the relationship between employee share ownership and labor productivity

inferred← citeshttps://doi.org/10.1002/hrm.21904openalex-snapshot

Negative and positive synergies: On employee development practices, motivational climate, and employee outcomes

inferred← citeshttps://doi.org/10.1002/hrm.21905openalex-snapshot

The “HR–line‐connecting HRM system” and its effects on employee turnover

inferred← citeshttps://doi.org/10.1002/hrm.21910openalex-snapshot

Expanding the work–life balance discourse to LGBT employees: Proposed research framework and organizational responses

inferred← citeshttps://doi.org/10.1002/hrm.21914openalex-snapshot

HR systems, HR departments, and perceived establishment labor productivity

inferred← citeshttps://doi.org/10.1002/hrm.21918openalex-snapshot

Performance‐based rewards and innovative behaviors

inferred← citeshttps://doi.org/10.1002/hrm.21922openalex-snapshot

High‐commitment work systems and middle managers' innovative behavior in the Chinese context: The moderating role of work‐life conflicts and work climate

inferred← citeshttps://doi.org/10.1002/hrm.21931openalex-snapshot

Quality and cost? The evolution of Walmart's business strategy and human resource policies and practices in China and their impact (1996–2017)

inferred← citeshttps://doi.org/10.1002/hrm.21942openalex-snapshot

Employee stock ownership and financial performance in European countries: The moderating effects of uncertainty avoidance and social trust

inferred← citeshttps://doi.org/10.1002/hrm.21945openalex-snapshot

Expanding the concept of fit in strategic human resource management: An examination of the relationship between human resource practices and charismatic leadership on organizational outcomes

inferred← citeshttps://doi.org/10.1002/hrm.21948openalex-snapshot

Perceived human resource system strength and employee reactions toward change: Revisiting human resource's remit as change agent

inferred← citeshttps://doi.org/10.1002/hrm.21952openalex-snapshot

Engaging customer care employees in internal collaborative crowdsourcing: Managing the inherent tensions and associated challenges

inferred← citeshttps://doi.org/10.1002/hrm.21956openalex-snapshot

Inclusion climate: A multilevel investigation of its antecedents and consequences

inferred← citeshttps://doi.org/10.1002/hrm.21967openalex-snapshot

Upward influence tactics and their effects on job performance ratings and flexible working arrangements: The mediating roles of mutual recognition respect and mutual appraisal respect

inferred← citeshttps://doi.org/10.1002/hrm.21972openalex-snapshot

Dynamic talent management capabilities and organizational agility—A qualitative exploration

inferred← citeshttps://doi.org/10.1002/hrm.21980openalex-snapshot

Linking employer branding orientation and firm performance: Testing a dual mediation route of recruitment efficiency and positive affective climate

inferred← citeshttps://doi.org/10.1002/hrm.21988openalex-snapshot

The effects of high‐involvement work systems and shared leadership on team creativity: A multilevel investigation

inferred← citeshttps://doi.org/10.1002/hrm.21997openalex-snapshot

Development or maintenance? Dual‐oriented human resource system, employee achievement motivation, and work well‐being

inferred← citeshttps://doi.org/10.1002/hrm.22004openalex-snapshot

How does the availability and use of flexible leave influence the employer–employee relationship?

inferred← citeshttps://doi.org/10.1002/hrm.22021openalex-snapshot

The challenge of increasing employees' well‐being and performance: How human resource management practices and engaging leadership work together toward reaching this goal

inferred← citeshttps://doi.org/10.1002/hrm.22028openalex-snapshot

Similarities and differences in international and comparative human resource management: A review of 60 years of research

inferred← citeshttps://doi.org/10.1002/hrm.22030openalex-snapshot

High‐performance work systems with internal and external contingencies: The moderating roles of organizational slack and industry instability

inferred← citeshttps://doi.org/10.1002/hrm.22039openalex-snapshot

HR ambidexterity and absorptive capacities: A paradox‐based approach to HRM capabilities and practice adoption in MNC subsidiaries

inferred← citeshttps://doi.org/10.1002/hrm.22042openalex-snapshot

Trickle‐down and bottom‐up effects of women's representation in the context of industry gender composition: A panel data investigation

inferred← citeshttps://doi.org/10.1002/hrm.22043openalex-snapshot

Sounds like a fit! Wording in recruitment advertisements and recruiter gender affect women's pursuit of career development programs via anticipated belongingness

inferred← citeshttps://doi.org/10.1002/hrm.22056openalex-snapshot

Home and host distal context and performance appraisal in multinational enterprises: A 22 country study

inferred← citeshttps://doi.org/10.1002/hrm.22068openalex-snapshot

A meta‐analysis on employee perceptions of human resource strength: Examining the mediating versus moderating hypotheses

inferred← citeshttps://doi.org/10.1002/hrm.22087openalex-snapshot

Unraveling the relationship between h igh‐performance work systems and firm performance: A mediation analysis

inferred← citeshttps://doi.org/10.1002/hrm.22091openalex-snapshot

The road taken and the path forward for HR devolution research: An evolutionary review

inferred← citeshttps://doi.org/10.1002/hrm.22093openalex-snapshot

High commitment work systems and employee well‐being: The roles of workplace friendship and task interdependence

inferred← citeshttps://doi.org/10.1002/hrm.22114openalex-snapshot

Work transformation and the HR ecosystem dynamics: A longitudinal case study of HRM disruption in the era of the 4th industrial revolution

inferred← citeshttps://doi.org/10.1002/hrm.22115openalex-snapshot

The HR ecosystem framework: Examining strategic HRM tensions in knowledge‐intensive organizations with boundary‐crossing professionals

inferred← citeshttps://doi.org/10.1002/hrm.22120openalex-snapshot

Dynamism and realignment in the HR architecture: Online labor platform ecosystems and the key role of contractors

inferred← citeshttps://doi.org/10.1002/hrm.22128openalex-snapshot

Sparking creativity using extrinsic rewards: A self‐determination theory perspective

inferred← citeshttps://doi.org/10.1002/hrm.22132openalex-snapshot

Toward a non‐organizational theory of human resource management? A complex adaptive systems perspective on the human resource management ecosystem in (con)temporary organizing

inferred← citeshttps://doi.org/10.1002/hrm.22138openalex-snapshot

Arousing employee pro‐environmental behavior: A synergy effect of environmentally specific transformational leadership and green human resource management

inferred← citeshttps://doi.org/10.1002/hrm.22142openalex-snapshot

High performance work systems and perceived organizational support: The contribution of human resource department's organizational embodiment

inferred← citeshttps://doi.org/10.1002/hrm.22145openalex-snapshot

Does human resource system strength help employees act proactively? The roles of crisis strength and work engagement

inferred← citeshttps://doi.org/10.1002/hrm.22146openalex-snapshot

Strong signals in HR management: How the configuration and strength of an HR system explain the variability in HR attributions

inferred← citeshttps://doi.org/10.1002/hrm.22149openalex-snapshot

A contingency approach to HRM and firm innovation: The role of national cultures

inferred← citeshttps://doi.org/10.1002/hrm.22150openalex-snapshot

Exploring the socio‐political dynamics of front‐line managers’ HR involvement: A qualitative approach

inferred← citeshttps://doi.org/10.1002/hrm.22151openalex-snapshot

HR practices and work relationships: A 20 year review of relational HRM research

inferred← citeshttps://doi.org/10.1002/hrm.22162openalex-snapshot

Strategic human resource management in the context of environmental crises: A COVID‐19 test

inferred← citeshttps://doi.org/10.1002/hrm.22184openalex-snapshot

How the human resource (HR) function adds strategic value: A relational perspective of the HR function

inferred← citeshttps://doi.org/10.1002/hrm.22187openalex-snapshot

Beyond employer brand content: The role of employer brand process attributes in understanding employees' reactions toward their employer

inferred← citeshttps://doi.org/10.1002/hrm.22189openalex-snapshot

Answerable for what? The role of accountability focus in line manager HR implementation

inferred← citeshttps://doi.org/10.1002/hrm.22191openalex-snapshot

Delayed pay and employee turnover: The buffering role of pay‐for‐performance

inferred← citeshttps://doi.org/10.1002/hrm.22214openalex-snapshot

Employee voice in times of crisis: A conceptual framework exploring the role of Human Resource practices and Human Resource system strength

inferred← citeshttps://doi.org/10.1002/hrm.22216openalex-snapshot

How does Human Resource Management help service organizations to thrive in uncertainties and risks: Postcrisis as a context

inferred← citeshttps://doi.org/10.1002/hrm.22218openalex-snapshot

Managerial control or feedback provision: How perceptions of algorithmic HR systems shape employee motivation, behavior, and well‐being

inferred← citeshttps://doi.org/10.1002/hrm.22222openalex-snapshot

The effects of relational human resource management: A moderated mediation model of positive affective climate and collective occupational calling

inferred← citeshttps://doi.org/10.1002/hrm.22229openalex-snapshot

Motivational strivings, human resource management practices, and job performance: An advancement of the theory of purposeful work behavior

inferred← citeshttps://doi.org/10.1002/hrm.22237openalex-snapshot

Investment in employee developmental climate and employees' continued online learning behaviors: A social influence perspective

inferred← citeshttps://doi.org/10.1002/hrm.22248openalex-snapshot

Relational incongruence in neurodiverse workgroups: Practices for cultivating autistic employee authenticity and belonging

inferred← citeshttps://doi.org/10.1002/hrm.22269openalex-snapshot

Fraught Expectations: A Fairness Heuristic Process Model of the Pros and Cons of CSR for Talent Acquisition

inferred← citeshttps://doi.org/10.1002/hrm.22272openalex-snapshot

Dancing in Tandem: The Role of HR Value Congruence and Line Manager‐ HR Manager Collaboration in Effective HR Implementation

inferred← citeshttps://doi.org/10.1002/hrm.22275openalex-snapshot

Silencing Quiet Quitting: Crafting a Symphony of High‐Performance Work Systems and Psychological Conditions

inferred← citeshttps://doi.org/10.1002/hrm.22284openalex-snapshot

On the Folly of Rewarding Your Version of Performance: Signaling and the Double Empathy Problem in Pay‐For‐Performance Across Neurotypes

inferred← citeshttps://doi.org/10.1002/hrm.22309openalex-snapshot

A Meta‐Analysis of Employee HR Attributions and Their Relationships With Employee‐Perceived High‐Performance Work Systems and Employee Outcomes

inferred← citeshttps://doi.org/10.1002/hrm.70000openalex-snapshot

Addressing Contextual Pressures and Challenges in Social Care: The Prospects of Multi‐Actor Engagement With Strategic HRM

inferred← citeshttps://doi.org/10.1002/hrm.70002openalex-snapshot

Setting the Stage: Line Managers' HR Orientation as an Antecedent to Perceived HR Effectiveness

inferred← citeshttps://doi.org/10.1002/hrm.70005openalex-snapshot

HPWP Climate, Collective Well‐Being, and Firm Performance in SMEs : An Exchange Perspective

inferred← citeshttps://doi.org/10.1002/hrm.70017openalex-snapshot

Thriving at Work: A Synthesis of Human Resource Management Perspectives and a Future Research Agenda

inferred← citeshttps://doi.org/10.1002/hrm.70020openalex-snapshot

It's Not Just What You Say, but How You Say It: The Effects of Enterprise Social Media on Service Management, Through the Lens of Signaling Theory

inferred← citeshttps://doi.org/10.1002/hrm.70029openalex-snapshot

Conceptual and Theoretical Perspectives on the Human Resource Management–Leadership–Well‐Being Link: Reviewing 20 Years of Empirical Research

inferred← citeshttps://doi.org/10.1002/hrm.70054openalex-snapshot

Manager‐Rated Cooperative Climate as a Driver of Business‐Establishment Financial Performance: The Role of Employee Racioethnic Diversity as a Contextual Boundary Condition

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