Strategic human resource management: integrating the universalistic, contingent, configurational and contextual perspectives

Alcázar, Fernando Martín; Romero-Fernández, Pedro Miguel; Gardey, Gonzalo Sánchez

doi:10.1080/09585190500082519

Cited by 238 publications

(177 citation statements)

References 100 publications

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“…The evidence which are to prove regards universalistic face of SHRM based on company efficiency has comparable outputs, is advocated (Chang et al, 2005). According to this approach, HRA has direct impact on performance (Martin-Alcazar et al, 2005). This relation has been investigated by a number of researcher and they have come up with many supportive outputs.…”

Section: Universalistic Approachmentioning

confidence: 99%

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The Relation between Learning Orientation and Variables of Firm Performance with Strategic Human Resources Management Applications in the Islamic Banks in Turkey

Zehir¹,

Başar²

2016

IBR

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This study is aimed to research the relation between learning orientation and variables of firm performance with Strategic Human Resources Management (SHRM) Applications in the participation banks in Turkey. Labor force planning, education-development, assessing performance, reward system, and withholding employee are used as SHRM Applications. Firm performance is selected as only variable. It has been surveyed on participation banks in Turkey. Results inside the Strategic Human Resources Applications; it was detected that labor force planning is meaningfully impacting on labor force productivity and sales. On the other hand, labor force planning has no correlation with employee turnover rate which is one of the variable of organizational performance. Indeed, employee turnover rate is inversely correlated with sales of the company is detected.This study is aimed to explore the impact of Strategic Human Resource Management Applications (SHRMA) on learning orientation and firm performance under the conditions of intensive competitive business world where we live today. The variables of the study are Strategic Human Resource Applications, learning orientation, and firm performance. In the analysis, high constative relations of these variables were discussed with a reductant approach. When all the factors are fixed except the variables learn orientation, SHRMA and firm performance, the results of the correlation analyses gives us that the learning orientation, has a significant one to one effect on SHRMA and Firm Performance factors. Moreover, the results of the analyses that SHRMA has a complete mediator variable effect on the relation between Learning Orientation and Firm Performance. This results state a high arity between the variables that we procured via the corresponding structure equation model.

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Section: Universalistic Approachmentioning

confidence: 99%

“…Ultimately, the substance is the interior components of the organization which should have to be coherent. At the same time organizational and environmental clauses should be viable (Martin-Alcazar et al, 2005).…”

Section: Configurational Approachmentioning

confidence: 99%

The Relation between Learning Orientation and Variables of Firm Performance with Strategic Human Resources Management Applications in the Islamic Banks in Turkey

Zehir¹,

Başar²

2016

IBR

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“…Referring to Sharma et al 49 a strong organizational culture reinforced by responsible HR management practice can ensure high level of success in the market by improvement of employee´s satisfaction, their productivity, customer loyalty, legal compliance and the approval of society. SHRM concept mentioned by Martin-Alcazar et al 50 represents an evolution of the traditional HR concept towards a new integrative perspective which includes: a vertical link with the strategic management process, a horizontal link with the HR practices and an external link with other organizational and environmental factors. Implementing CSR activities through SHRM helps to retain and motivate employees, and increases their wellbeing and reinforces organizational performance and sustainability.…”

Section: The Influence Of Corporate Social Responsibility To Wellbeingmentioning

confidence: 99%

Enhancing wellbeing of employees through corporate social responsibility context

Dežmar-Krainz¹

2015

Megatrend rev

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During last 25 years technological development has accelerated the globalization process which has caused dramatic changes within and across organization. Business performance is varying, complex, global and is changing faster than ever before. over the time, society expectations have changed, changes have affected customers, partners and employees as well. In order to retain on the global market, organizations integrate corporate social responsibility into their business performance with the objective to reinforce their competitiveness. In the knowledge economy, where knowledge is a significant resource and the demand for more highly skilled workers has increased, employees became the most important and in fact the only remaining realistic challenge of competitive ability. Workplace wellbeing refers to mental, psychological or emotional aspect of employee's life. The awareness of management on the employees' wellbeing which takes into consideration the employees satisfaction, health and professional development is an effective approach in strengthening of an organizational performance. The aim of this paper is to analyze and assess how socially responsible orientation also incorporated in strategic human resource management can contribute to the achievement of wellbeing of employees. Strategic management of human resources includes the necessary coordination between various employees' health and performance aspects. This contributes to the balance between private and working life. Social responsible activities coordinated through strategic human resource management significantly influence the employees' wellbeing as well as competitiveness of the organization.

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“…Nevertheless, as Wright et al (2004) pointed out, this process is not universal. To reinforce this argument, there is a dominant stream of research showing that SHRM processes have to be studied taking into account contingent factors (Martín-Alcázar, Romero-Fernández & Sánchez-Gardey, 2005). Before starting with the analysis of these factors, we will go into the formulation process in depth to specify some of the more important characteristics embraced by the literature.…”

Section: The Hrm Strategy Formulation Process: Main Characteristics Amentioning

confidence: 99%

Understanding the HRM-Performance Link: A Literature Review on the HRM Strategy Formulation Process

García-Carbonell

Alcázar²,

Gardey³

2014

IJBA

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Although most studies in strategic human resource management literature have deeply examined the relationship between HRM and performance, extant literature has shown mixed and inconclusive results. In general, researchers have usually focused on how organizations implement their HRM strategies, using the traditional 'content perspective'. In this sense, SHRM literature has paid less attention to the antecedents of these strategies and the internal dynamic by which HRM systems are defined. Therefore, considering the importance of formulation processes recognized in strategic process research, we propose an integrative model of study focused on the HRM strategy formulation process. From this point of view, we also identify different contingent factors that may impact this strategic process, trying to shed some more light on the complexity of this topic of research. Conclusions and implications of the study will be also discussed.

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Strategic human resource management: integrating the universalistic, contingent, configurational and contextual perspectives

Cited by 238 publications

References 100 publications

The Relation between Learning Orientation and Variables of Firm Performance with Strategic Human Resources Management Applications in the Islamic Banks in Turkey

The Relation between Learning Orientation and Variables of Firm Performance with Strategic Human Resources Management Applications in the Islamic Banks in Turkey

Enhancing wellbeing of employees through corporate social responsibility context

Understanding the HRM-Performance Link: A Literature Review on the HRM Strategy Formulation Process

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