1932

Abstract

This article provides an overview of the field of strategic human resource management (SHRM) by tracing its roots, describing its current state, and predicting its future directions. We discuss some past stages in the evolution of the field, including eras of conceptual models, empirical examinations, and empirical critiques. We then discuss the present state regarding theory, the human resources (HR) system–performance relationship, multilevel analyses, fit and flexibility, and international HR research. Finally, we propose that future research needs to be more rigorous, more multilevel, more global, more focused on human capital, more integrated with strategy, and more integrated with practice.

Keyword(s): HPWSSHRM
Loading

Article metrics loading...

/content/journals/10.1146/annurev-orgpsych-032516-113052
2017-03-21
2024-06-14
Loading full text...

Full text loading...

/deliver/fulltext/orgpsych/4/1/annurev-orgpsych-032516-113052.html?itemId=/content/journals/10.1146/annurev-orgpsych-032516-113052&mimeType=html&fmt=ahah

Literature Cited

  1. Aguinis H, Boyd BK, Pierce CA, Short JC. 2011. Walking new avenues in management research methods and theories: bridging micro and macro domains. J. Manag. 37:395–403 [Google Scholar]
  2. Aguinis H, Werner S, Abbott JL, Angert C, Park JH, Kohlhausen D. 2010. Customer-centric science: reporting significant research results with rigor, relevance, and practical impact in mind. Organ. Res. Methods 13:515–39 [Google Scholar]
  3. Arthur JB. 1994. Effects of human resource systems on manufacturing performance and turnover. Acad. Manag. J. 37:3670–87 [Google Scholar]
  4. Appelbaum E, Bailey T, Berg P, Kalleberg AL. 2001. Do high performance work systems pay off?. Research in the Sociology of Work 10 The Transformation of Work S Vallas 85–107 Bingley, UK: Emerald Gr. Publ. Ltd. [Google Scholar]
  5. Baird L, Meshoulam I. 1988. Managing two fits of strategic human resource management. Acad. Manag. Rev. 13:1116–28 [Google Scholar]
  6. Barney J. 1991. Firm resources and sustained competitive advantage. J. Manag. 17:199–120 [Google Scholar]
  7. Barney J, Clark DN. 2007. Resource-Based Theory New York: Oxford Univ. Press [Google Scholar]
  8. Barney J, Wright PM. 1998. On becoming a strategic partner: the role of human resources in gaining competitive advantage. Hum. Resour. Manag. 37:131–46 [Google Scholar]
  9. Bartlett CA, Ghoshal S. 1998. Managing Across Borders Boston: Harvard Bus. Sch. Press, 2nd ed.. [Google Scholar]
  10. Batt R. 2002. Managing customer services: human resource practices, quit rates, and sales growth. Acad. Manag. J. 45:3587–97 [Google Scholar]
  11. Becker BE, Gerhart B. 1996. The impact of human resource management on organizational performance: progress and prospects. Acad. Manag. J. 39:4779–801 [Google Scholar]
  12. Becker GS. 1964. Human Capital New York: Columbia Univ. Press [Google Scholar]
  13. Beer M, Spector B, Lawrence PR, Mills DQ, Walton RE. 1984. Managing Human Assets New York: The Free Press [Google Scholar]
  14. Beltrán-Martín I, Roca-Puig V, Escrig-Tena A, Bou-Llusar JC. 2008. Human resource flexibility as a mediating variable between high performance work systems and performance. J. Manag. 34:51009–44 [Google Scholar]
  15. Bhattacharya M, Gibson DE, Doty DH. 2005. The effects of flexibility in employee skills, employee behaviors, and human resource practices on firm performance. J. Manag. 31:4622–40 [Google Scholar]
  16. Blau PM. 1964. Exchange and Power in Social Life Piscataway, NJ: Transact. Publ. [Google Scholar]
  17. Bowen DE, Ostroff C. 2004. Understanding HRM–firm performance linkages: the role of the “strength” of the HRM system. Acad. Manag. Rev. 29:2203–21 [Google Scholar]
  18. Boxall P. 1996. The strategic HRM debate and the resource-based view of the firm. Hum. Resour. Manag. J. 6:359–75 [Google Scholar]
  19. Buckley PJ, Casson M. 1976. The Future of the Multinational Enterprise New York: Homes & Meier Publ. [Google Scholar]
  20. Campbell BA, Coff RW, Kryscynski D. 2012. Rethinking sustained competitive advantage from human capital. Acad. Manag. Rev. 37:3376–95 [Google Scholar]
  21. Cappelli P, Neumark D. 2001. Do “high-performance” work practices improve establishment-level outcomes?. Ind. Labor Relat. Rev. 54:4737–75 [Google Scholar]
  22. Chadwick C, Dabu A. 2008. Human resources, human resource management, and the competitive advantage of firms: toward a more comprehensive model of causal linkages. Organ. Sci. 20:1253–72 [Google Scholar]
  23. Chang S, Gong Y, Way SA, Jia L. 2013. Flexibility-oriented HRM systems, absorptive capacity, and market responsiveness and firm innovativeness. J. Manag. 39:71924–51 [Google Scholar]
  24. Chang Y-Y, Gong Y, Peng MW. 2012. Expatriate knowledge transfer, subsidiary absorptive capacity, and subsidiary performance. Acad. Manag. J. 55:4927–48 [Google Scholar]
  25. Coase RH. 1937. The nature of the firm. Economica 4:16386–405 [Google Scholar]
  26. Collins CJ, Clark KD. 2003. Strategic human resource practices, top management team social networks, and firm performance: the role of human resource practices in creating organizational competitive advantage. Acad. Manag. J. 46:6740–51 [Google Scholar]
  27. Combs J, Liu Y, Hall A, Ketchen D. 2006. How much do high‐performance work practices matter? A meta‐analysis of their effects on organizational performance. Pers. Psychol. 59:3501–28 [Google Scholar]
  28. Delery JE, Doty DH. 1996. Modes of theorizing in strategic human resource management: tests of universalistic, contingency, and configurational performance predictions. Acad. Manag. J. 39:4802–35 [Google Scholar]
  29. Den Hartog DN, Boon C, Verburg RM, Croon MA. 2013. HRM, communication, satisfaction, and perceived performance: a cross-level test. J. Manag. 39:61637–65 [Google Scholar]
  30. DiMaggio PJ, Powell WW. 1983. The iron cage revisited: institutional isomorphism and collective rationality in organizational fields. Am. Sociol. Rev. 48:2147–60 [Google Scholar]
  31. Dyer L. 1985. Strategic human resources management and planning. Res. Pers. Hum. Resour. Manag. 3:130 [Google Scholar]
  32. Fombrun CJ, Tichy NM, Devanna MA. 1984. Strategic Human Resource Management New York: Wiley [Google Scholar]
  33. Foulkes FK. 1975. The expanding role of the personnel function. Harvard Bus. Rev. 53:271–84 [Google Scholar]
  34. Gardner TM, Wright PM, Moynihan LM. 2011. The impact of motivation, empowerment, and skill-enhancing practices on aggregate voluntary turnover: the mediating effect of collective affective commitment. Pers. Psychol. 64:2315–50 [Google Scholar]
  35. Gerhart B. 2007. Modeling HRM and performance linkages. The Oxford Handbook of Human Resource Management P Boxall, J Purcell, PM Wright 552–80 Oxford, UK: Oxford Univ. Press [Google Scholar]
  36. Gerhart B. 2013. Research on human resources and effectiveness: some methodological challenges. See Paauwe et al. 2013 149–71
  37. Gerhart B, Wright PM, McMahan GC. 2000a. Measurement error in research on the human resources and firm performance relationship: further evidence and analysis. Pers. Psychol. 53:4855–72 [Google Scholar]
  38. Gerhart B, Wright PM, McMahan GC, Snell SA. 2000b. Measurement error in research on human resources and firm performance: How much error is there and how does it influence effect size estimates. Pers. Psychol. 53:4803–34 [Google Scholar]
  39. Gong Y, Law KS, Chang S, Xin KR. 2009. Human resources management and firm performance: the differential role of managerial affective and continuance commitment. J. Appl. Psychol. 94:1263 [Google Scholar]
  40. Guest DE, Michie J, Conway N, Sheehan M. 2003. Human resource management and corporate performance in the UK. Br. J. Ind. Relat. 41:2291–314 [Google Scholar]
  41. Guest DE, Wright P, Paauwe J. 2013. Progress and prospects. See Paauwe et al. 2013 197–205
  42. Gupta AK, Govindarajan V. 1991. Knowledge flows and the structure of control within multinational corporations. Acad. Manag. Rev. 16:4768–92 [Google Scholar]
  43. Harzing A-W. 2000. An empirical analysis and extension of the Bartlett and Ghoshal typology of multinational companies. J. Int. Bus. Stud. 31:1101–20 [Google Scholar]
  44. Huselid MA. 1995. The impact of human resource management practices on turnover, productivity, and corporate financial performance. Acad. Manag. J. 38:3635–72 [Google Scholar]
  45. Huselid MA, Becker BE. 2000. Comment on “Measurement error in research on human resources and firm performance: How much error is there and how does it influence effect size estimates?” by Gerhart, Wright, Mc Mahan, and Snell. Pers. Psychol. 53:4835–54 [Google Scholar]
  46. Huselid MA, Becker BE. 2011. Bridging macro and micro domains: Workforce differentiation and strategic human resource management. J. Manag. 37:421–28 [Google Scholar]
  47. Hymer S. 1970. The efficiency (contradictions) of multinational corporations. Am. Econ. Rev. 60:2441–48 [Google Scholar]
  48. Jackson SE, Schuler RS, Carlos Rivero J. 1989. Organizational characteristics as predictors of personnel practices. Pers. Psychol. 42:4727–86 [Google Scholar]
  49. Jiang K, Lepak DP, Hu J, Baer JC. 2012. How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Acad. Manag. J. 55:61264–94 [Google Scholar]
  50. Kaufman BE. 2014. The historical development of American HRM broadly viewed. Hum. Resour. Manag. Rev. 24:3196–218 [Google Scholar]
  51. Kaufman BE. 2015a. Evolution of strategic HRM as seen through two founding books: a 30th anniversary perspective on development of the field. Hum. Resour. Manag. 54:3389–407 [Google Scholar]
  52. Kaufman BE. 2015b. Market competition, HRM, and firm performance: the conventional paradigm critiqued and reformulated. Hum. Resour. Manag. Rev. 25:1107–25 [Google Scholar]
  53. Kaufman BE. 2015c. The RBV theory foundation of strategic HRM: critical flaws, problems for research and practice, and an alternative economics paradigm. Hum. Resour. Manag. J. 25:4516–40 [Google Scholar]
  54. Kehoe RR, Wright PM. 2013. The impact of high-performance human resource practices on employees’ attitudes and behaviors. J. Manag. 39:2366–91 [Google Scholar]
  55. Ketkar S, Sett PK. 2009. HR flexibility and firm performance: analysis of a multi-level causal model. Int. J. Hum. Resour. Manag. 20:51009–38 [Google Scholar]
  56. Kostova T. 1999. Transnational transfer of strategic organizational practices: a contextual perspective. Acad. Manag. Rev. 24:2308–24 [Google Scholar]
  57. Kryscynski D, Ulrich D. 2015. Making strategic human capital relevant: a time-sensitive opportunity. Acad. Manag. Perspect. 29:3357–69 [Google Scholar]
  58. Lado AA, Wilson MC. 1994. Human resource systems and sustained competitive advantage: a competency-based perspective. Acad. Manag. Rev. 19:4699–727 [Google Scholar]
  59. Langevin-Heavey A, Beijer SE, Federman J, Hermans M, Klein F. et al. 2013. Measurement of human resource practices: issues regarding scale, scope, source and substantive content. See Paauwe et al. 2013 129–48
  60. Lengnick-Hall CA, Lengnick-Hall ML. 1988. Strategic human resources management: a review of the literature and a proposed typology. Acad. Manag. Rev. 13:3454–70 [Google Scholar]
  61. Lepak DP, Snell SA. 1999. The human resource architecture: toward a theory of human capital allocation and development. Acad. Manag. Rev. 24:131–48 [Google Scholar]
  62. Liao H, Toya K, Lepak DP, Hong Y. 2009. Do they see eye to eye? Management and employee perspectives of high-performance work systems and influence processes on service quality. J. Appl. Psychol. 94:2371–91 [Google Scholar]
  63. MacDuffie JP. 1995. Human resource bundles and manufacturing performance: organizational logic and flexible production systems in the world auto industry. Ind. Labor Relat. Rev. 48:2197–221 [Google Scholar]
  64. Messersmith JG, Patel PC, Lepak DP, Gould-Williams JS. 2011. Unlocking the black box: exploring the link between high-performance work systems and performance. J. Appl. Psychol. 96:61105–18 [Google Scholar]
  65. Miles RE, Snow CC. 1984. Designing strategic human resources systems. Organ. Dyn. 13:36–52 [Google Scholar]
  66. Minbaeva D, Pedersen T, Björkman I, Fey CF, Park HJ. 2003. MNC knowledge transfer, subsidiary absorptive capacity, and HRM. J. Int. Bus. Stud. 34:6586–99 [Google Scholar]
  67. Molloy JC, Ployhart RE, Wright PM. 2010. The myth of “the” micro–macro divide: bridging system-level and disciplinary divides. J. Manag. 37:581–609 [Google Scholar]
  68. Nadler D, Tushman M. 1980. A diagnostic model for organizational behavior. Perspectives on Behavior in Organizations JR Hackman, EE Lawler, LW Porter 83–100 New York: McGraw-Hill [Google Scholar]
  69. Nishii LH, Lepak DP, Schneider B. 2008. Employee attributions of the “why” of HR practices: their effects on employee attitudes and behaviors, and customer satisfaction. Pers. Psychol. 61:3503–45 [Google Scholar]
  70. Nyberg AJ, Wright PM. 2015. 50 years of human capital research: assessing what we know, exploring where we go. Acad. Manag. Perspect. 29:3287–95 [Google Scholar]
  71. Ostroff C, Bowen DE. 2000. Moving HR to a higher level: HR practices and organizational effectiveness. Multilevel Theory, Research, and Methods in Organizations: Foundations, Extensions, and New Directions KJ Klein, SWJ Kozlowski 211–66 San Francisco: Jossey-Bass [Google Scholar]
  72. Paauwe J, Guest DE, Wright P. 2013. HRM and Performance: Achievements and Challenges Chichester, UK: Wiley [Google Scholar]
  73. Porter ME. 1991. Towards a dynamic theory of strategy. Strateg. Manag. J. 12:S295–117 [Google Scholar]
  74. Posthuma RA, Campion MC, Masimova M, Campion MA. 2013. A high performance work practices taxonomy integrating the literature and directing future research. J. Manag. 39:51184–220 [Google Scholar]
  75. Schuler RS. 1992. Strategic human resources management: linking the people with the strategic needs of the business. Organ. Dyn. 21:118–32 [Google Scholar]
  76. Schuler RS, Dowling PJ, De Cieri H. 1993. An integrative framework of strategic international human resource management. J. Manag. 19:419–59 [Google Scholar]
  77. Shaw JD, Delery JE, Jenkins GD, Gupta N. 1998. An organization-level analysis of voluntary and involuntary turnover. Acad. Manag. J. 41:5511–25 [Google Scholar]
  78. Snell SA. 1992. Control theory in strategic human resource management: the mediating effect of administrative information. Acad. Manag. J. 35:2292–327 [Google Scholar]
  79. Snell SA, Dean JW. 1992. Integrated manufacturing and human resource management: a human capital perspective. Acad. Manag. J. 35:3467–504 [Google Scholar]
  80. Stahl GK, Björkman I, Morris S. 2012. Handbook of Research in International Human Resource Management Cheltenham, UK: Edward Elgar, 2nd ed.. [Google Scholar]
  81. Su Z-X, Wright PM. 2011. The effective human resource management system in transitional China: a hybrid of commitment and control practices. Int. J. HRM 23:102065–86 [Google Scholar]
  82. Su Z-X, Wright PM, Ulrich MD. 2017. Going beyond the SHRM paradigm: examining four approaches to governing employees. J. Manag In press. https://doi.org/10.1177/0149206315618011 [Google Scholar]
  83. Szulanski G. 1996. Exploring internal stickiness: impediments to the transfer of best practice within the firm. Strateg. Manag. J. 17:S227–43 [Google Scholar]
  84. Takeuchi R, Lepak DP, Wang H, Takeuchi K. 2007. An empirical examination of the mechanisms mediating between high-performance work systems and the performance of Japanese organizations. J. Appl. Psychol. 92:41069–83 [Google Scholar]
  85. Taylor S, Beechler S, Napier N. 1996. Toward an integrative model of strategic international human resource management. Acad. Manag. Rev. 21:4959–85 [Google Scholar]
  86. Venkatraman N. 1989. The concept of fit in strategy research: toward verbal and statistical correspondence. Acad. Manag. Rev. 14:3423–44 [Google Scholar]
  87. Wall TD, Wood SJ. 2005. The romance of human resource management and business performance, and the case for big science. Hum. Relat. 58:4429–62 [Google Scholar]
  88. Wang S, Tong TW, Chen G, Kim H. 2009. Expatriate utilization and foreign direct investment performance: the mediating role of knowledge transfer. J. Manag. 35:51181–206 [Google Scholar]
  89. Way SA. 2002. High performance work systems and intermediate indicators of firm performance within the US small business sector. J. Manag. 28:6765–85 [Google Scholar]
  90. Way SA, Tracey JB, Fay CH, Wright PM, Snell SA. et al. 2015. Validation of a multidimensional HR flexibility measure. J. Manag. 41:41098–131 [Google Scholar]
  91. Way SA, Tracey JB, Wright PM. 2016. HR flexibility: precursors and the contingent impact on firm financial performance. Hum. Resour. Manag. In press [Google Scholar]
  92. Whetten DA. 2008. An examination of the interface between context and theory applied to the study of Chinese organizations. Manag. Organ. Rev. 5:129–55 [Google Scholar]
  93. Williamson OE. 1981. The economics of organization: the transaction cost approach. Am. J. Sociol. 87:3548–77 [Google Scholar]
  94. Wright PM, Coff R, Moliterno TP. 2014. Strategic human capital crossing the great divide. J. Manag. 40:2353–70 [Google Scholar]
  95. Wright PM, Dunford BB, Snell SA. 2001a. Human resources and the resource based view of the firm. J. Manag. 27:6701–21 [Google Scholar]
  96. Wright PM, Gardner TM, Moynihan LM, Allen MR. 2005. The relationship between HR practices and firm performance: examining causal order. Pers. Psychol. 58:2409–46 [Google Scholar]
  97. Wright PM, Gardner TM, Moynihan LM, Park HJ, Gerhart B, Delery JE. 2001b. Measurement error in research on human resources and firm performance: additional data and suggestions for future research. Pers. Psychol. 54:4875–901 [Google Scholar]
  98. Wright PM, McMahan GC. 1992. Theoretical perspectives for strategic human resource management. J. Manag. 18:2295–320 [Google Scholar]
  99. Wright PM, McMahan GC. 2011. Exploring human capital: putting “human” back into strategic human resource management. Hum. Resour. Manag. J. 21:293–104 [Google Scholar]
  100. Wright PM, McMahan GC, McCormick B, Sherman WS. 1998. Strategy, core competence, and HR involvement as determinants of HR effectiveness and refinery performance. Hum. Resour. Manag. 37:117–29 [Google Scholar]
  101. Wright PM, McMahan GC, McWilliams A. 1994. Human resources and sustained competitive advantage: a resource-based perspective. Int. J. Hum. Resour. Manag. 5:2301–26 [Google Scholar]
  102. Wright PM, Nishii LH. 2012. Strategic HRM and organizational behaviour: integrating multiple levels of analysis. Innovations in HR DE Guest 97–110 Oxford, UK: Oxford Univ. Press [Google Scholar]
  103. Wright PM, Sherman S. 1999. Failing to find fit in strategic human resource management: theoretical and empirical problems. Research in Personnel and Human Resource Management 4 P Wright, L Dyer, J Boudreau, G Milkovich 53–74 Greenwich, CT: JAI Press [Google Scholar]
  104. Wright PM, Snell SA. 1998. Toward a unifying framework for exploring fit and flexibility in strategic human resource management. Acad. Manag. Rev. 23:4756–72 [Google Scholar]
  105. Youndt MA, Snell SA, Dean JW, Lepak DP. 1996. Human resource management, manufacturing strategy, and firm performance. Acad. Manag. J. 39:4836–66 [Google Scholar]
/content/journals/10.1146/annurev-orgpsych-032516-113052
Loading
/content/journals/10.1146/annurev-orgpsych-032516-113052
Loading

Data & Media loading...

  • Article Type: Review Article
This is a required field
Please enter a valid email address
Approval was a Success
Invalid data
An Error Occurred
Approval was partially successful, following selected items could not be processed due to error