HRM System Strength and HRM Target Achievement—Toward a Broader Understanding of HRM Processes
For some time, HRM researchers have paid attention to the process dimensions of HRM systems, especially to the question of how HRM system strength impacts on HRM outcomes. However, contributions tend to be theoretical, and empirical analyses are still rare. This article contributes to the discussion...
Ausführliche Beschreibung
Gespeichert in:
| Autor*in: |
Hauff, Sven [verfasserIn] |
|---|
| Format: |
Artikel |
|---|---|
| Sprache: |
Englisch |
| Erschienen: |
2017 |
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| Rechteinformationen: |
Nutzungsrecht: © 2016 Wiley Periodicals, Inc. © COPYRIGHT 2017 Wiley Subscription Services, Inc. |
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| Schlagwörter: |
|---|
| Übergeordnetes Werk: |
Enthalten in: Human resource management - Hoboken, NJ : Wiley, 1972, 56(2017), 5, Seite 715-729 |
|---|---|
| Übergeordnetes Werk: |
volume:56 ; year:2017 ; number:5 ; pages:715-729 |
| Links: |
|---|
| DOI / URN: |
10.1002/hrm.21798 |
|---|
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| 520 | |a For some time, HRM researchers have paid attention to the process dimensions of HRM systems, especially to the question of how HRM system strength impacts on HRM outcomes. However, contributions tend to be theoretical, and empirical analyses are still rare. This article contributes to the discussion on HRM system strength by empirically analyzing the links between HRM system strength and HRM target achievement. We differentiate between single components of strength and their partial effects on two HRM target groups: the targets focusing on employee attitudes and the targets focusing on availability and effectiveness of human resources. Findings from a German data set with more than 1,000 observations indicate that HRM system strength has a positive influence on average HRM target achievement. Expectations regarding the differentiated effects of single components of HRM system strength are only partially supported. Nevertheless, our analyses give reason to consider a broader conception of HRM system strength than what has been explored to date. © 2016 Wiley Periodicals, Inc. | ||
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HRM System Strength and HRM Target Achievement—Toward a Broader Understanding of HRM Processes |
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hrm system strength and hrm target achievement—toward a broader understanding of hrm processes |
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HRM System Strength and HRM Target Achievement—Toward a Broader Understanding of HRM Processes |
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For some time, HRM researchers have paid attention to the process dimensions of HRM systems, especially to the question of how HRM system strength impacts on HRM outcomes. However, contributions tend to be theoretical, and empirical analyses are still rare. This article contributes to the discussion on HRM system strength by empirically analyzing the links between HRM system strength and HRM target achievement. We differentiate between single components of strength and their partial effects on two HRM target groups: the targets focusing on employee attitudes and the targets focusing on availability and effectiveness of human resources. Findings from a German data set with more than 1,000 observations indicate that HRM system strength has a positive influence on average HRM target achievement. Expectations regarding the differentiated effects of single components of HRM system strength are only partially supported. Nevertheless, our analyses give reason to consider a broader conception of HRM system strength than what has been explored to date. © 2016 Wiley Periodicals, Inc. |
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For some time, HRM researchers have paid attention to the process dimensions of HRM systems, especially to the question of how HRM system strength impacts on HRM outcomes. However, contributions tend to be theoretical, and empirical analyses are still rare. This article contributes to the discussion on HRM system strength by empirically analyzing the links between HRM system strength and HRM target achievement. We differentiate between single components of strength and their partial effects on two HRM target groups: the targets focusing on employee attitudes and the targets focusing on availability and effectiveness of human resources. Findings from a German data set with more than 1,000 observations indicate that HRM system strength has a positive influence on average HRM target achievement. Expectations regarding the differentiated effects of single components of HRM system strength are only partially supported. Nevertheless, our analyses give reason to consider a broader conception of HRM system strength than what has been explored to date. © 2016 Wiley Periodicals, Inc. |
| abstract_unstemmed |
For some time, HRM researchers have paid attention to the process dimensions of HRM systems, especially to the question of how HRM system strength impacts on HRM outcomes. However, contributions tend to be theoretical, and empirical analyses are still rare. This article contributes to the discussion on HRM system strength by empirically analyzing the links between HRM system strength and HRM target achievement. We differentiate between single components of strength and their partial effects on two HRM target groups: the targets focusing on employee attitudes and the targets focusing on availability and effectiveness of human resources. Findings from a German data set with more than 1,000 observations indicate that HRM system strength has a positive influence on average HRM target achievement. Expectations regarding the differentiated effects of single components of HRM system strength are only partially supported. Nevertheless, our analyses give reason to consider a broader conception of HRM system strength than what has been explored to date. © 2016 Wiley Periodicals, Inc. |
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