The human resource (HR) architecture model has been influential in the field of strategic human resource management since its inception. This study offers a comprehensive review on this model's contributions to management literature by analyzing 205 journal articles which have substantively cited the three classic articles on HR architecture. Specifically, we develop a framework along two dimensions (that is, the content and the use of the HR architecture model) based on which we systematically discuss the current findings in terms of the theoretical application, empirical validation, and extension and critiques of the HR architecture model. Based on the review, we identify the research gaps in the literature of HR architecture, propose important future research directions and discuss their implications.

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Employees’ unethical pro-supervisor behavior (UPSB) is common in organizations. Existing research primarily argued that organizational identification increases this behavior, emphasizing that UPSB benefits organizations indirectly. However, it ignores that UPSB can sometimes serve the interests of the supervisor at the expense of the interests of the organization. Drawing on social identity theory and social cognitive theory, this study aims to emphasize this point by proposing that organizational identification can inhibit employees’ UPSB via the mediation of felt obligation. We also propose that perceived organizational cronyism would weaken the negative effect. Data were collected through a self-reported online questionnaire based on a three-wave research design and analyzed through hierarchical regression analyses. With a sample of 578 Chinese employees, we found support for our propositions. Implications and limitations are discussed.

Grunwald, G., & Hempelmann, B. (2010). Impacts of reputation for quality on perceptions of company responsibility and product-related dangers in times of product-recall and public complaints crises: Results from an empirical investigation. Corporate Reputation Review,

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