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作者：Youndt, MA; Snell, SA; Dean, JW; Lepak, DP
作者单位：University System of Ohio; University of Cincinnati
摘要：This study examines two alternative views-universal and contingency-of the human resources (HR)-performance relationship in manufacturing settings, Results from a survey of 97 plants primarily support a contingency approach to human resource management (HRM), An HR system focused on human capital enhancement was directly related to multiple dimensions of operational performance (i.e., employee productivity, machine efficiency, and customer alignment), but subsequent analysis revealed that this...
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作者：Becker, B; Gerhart, B
作者单位：Vanderbilt University
摘要：We describe why human resource management (HRM) decisions are likely to have an important and unique influence on organizational performance. Our hope is that this research forum will help advance research on the link between HRM and organizational performance. We identify key unresolved questions in need of future study and make several suggestions intended to help researchers studying these questions build a more cumulative body of knowledge that will have key implications for both theory an...
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作者：Delery, JE; Doty, DH
作者单位：Syracuse University
摘要：The field of strategic human resource management (SHRM) has been criticized for lacking a solid theoretical foundation. This article documents that, contrary to this criticism, the SHRM literature draws on three dominant modes of theorizing: universalistic, contingency, and configurational perspectives, Seven key strategic human resource practices are identified and used to develop theoretical arguments consistent with each perspective, The results demonstrate that each perspective can be used...
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作者：Banker, RD; Field, JM; Schroeder, RG; Sinha, KK
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：We report the results of a longitudinal field study examining the impact of work teams on manufacturing performance. An electromechanical assembly plant was our research site from April 1992 through December 1993; work teams were formed on its four production lines in August 1992, Our results show that both quality and labor productivity improved over time after the formation of the teams, We offer qualitative insights into the functioning of these teams and their evolution over time, leading ...
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作者：Davidson, WN; Worrell, DL; Fox, JB
作者单位：University of Texas System; University of Texas Arlington; University of North Carolina; Appalachian State University
摘要：Early retirement programs are increasingly used as a human resources strategic response to changes in the business environment. For the period 1982-92, we found that investors tended to view early retirement programs favorably. These positive market responses further appeared to be influenced by the institutional rationale for a workforce reduction, the timing of a reduction's announcement, firm size, the restriction of an early retirement program to white-collar employees, and the physical si...
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作者：Denison, DR; Hart, SL; Kahn, JA
作者单位：Hitotsubashi University
摘要：This article develops a framework for studying cross-functional teams in organizations that focuses on three domains: organizational context, internal process, and outcome measures. The framework was developed from qualitative data from over 200 individual and group interviews, written descriptions, and team observations. We then operationally defined this model through a set of questionnaire items and validated it through quantitative analysis of data from 565 members of crossfunctional teams...
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作者：Welbourne, TM; Andrews, AO
作者单位：Vanderbilt University
摘要：Population ecology is used to explain the role of human resource management (HRM) in enhancing the performance of initial public offering (IPO) companies. We examined the determinants of structural inertia and developed hypotheses on the relationship between HRM and organizational performance, The results indicate that two human resource variables, human resource value and organization-based rewards, predict initial investor reaction and long-term survival, The rewards variable negatively affe...
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作者：Conlon, DE; Murray, NM
摘要：Using the justice and impression management literatures as a guide, we examined company responses to customer complaints in a field study. Explanations in which a company accepted responsibility for a problem resulted in the most favorable pattern of complainant reactions, Inclusion of coupons or other reimbursements also led to more favorable reactions. Favorable reactions were muted when the product in question was expensive or when the company was perceived to be tardy in responding to a co...
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作者：Delaney, JT; Huselid, MA
作者单位：Rutgers University System; Rutgers University New Brunswick
摘要：In 590 for-profit and nonprofit firms from the National Organizations Survey, we found positive associations between human resource management (HRM) practices, such as training and staffing selectivity, and perceptual firm performance measures. Results also suggest methodological issues for consideration in examinations of the relationship between HRM systems and firm performance.
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作者：Deephouse, DL
摘要：This study tests a central proposition of institutional theory, that organizational isomorphism increases organizational legitimacy. Results show that isomorphism in the strategies of commercial banks is related to legitimacy conferred by bank regulators and the media, even in the presence of organizational age, size, and performance.
