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Missing Variables in Theories of Strategic Human Resource Management: Time, Cause, and Individuals

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  • Patrick M. Wright

    (School of ILR, Cornell University,Ithaca)

  • John J. Haggerty

    (School of ILR, Cornell University, Ithaca)

Abstract

Much progress has been made with regard to theory building and application in the field of Strategic Human Resource Management (HRM) since Wright and McMahan?s (1992) critical review. While researchers have increasingly investigated the impact of HR on economic success within the Resource Based view of the firm, and have developed more middle level theories regarding the processes through which HR impacts firm performance, much work still needs to be done. This paper examines how future theorizing in SHRM should explore the concepts of time, cause, and individuals. Such consideration will drive more longitudinal research, more complex causal models, and consideration of multi-level phenomena.

Suggested Citation

  • Patrick M. Wright & John J. Haggerty, 2005. "Missing Variables in Theories of Strategic Human Resource Management: Time, Cause, and Individuals," management revue - Socio-Economic Studies, Nomos Verlagsgesellschaft mbH & Co. KG, vol. 16(2), pages 164-173.
    • Handle: RePEc:nms:mamere:1861-9908_mrev_2005_02_wright
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    File URL: https://www.nomos-elibrary.de/10.5771/0935-9915-2005-2-164
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    References listed on IDEAS

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    1. David E. Guest & Jonathan Michie & Neil Conway & Maura Sheehan, 2003. "Human Resource Management and Corporate Performance in the UK," British Journal of Industrial Relations, London School of Economics, vol. 41(2), pages 291-314, June.
    2. John Paul Macduffie, 1995. "Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry," ILR Review, Cornell University, ILR School, vol. 48(2), pages 197-221, January.
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    Cited by:

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    4. Stephen Frenkel & Karin Sanders & Tim Bednall, 2013. "Employee perceptions of management relations as influences on job satisfaction and quit intentions," Asia Pacific Journal of Management, Springer, vol. 30(1), pages 7-29, March.
    5. Nitin Simha Vihari & M. K. Rao, 2018. "Antecedents and Consequences of Sustainable Human Resource Management: Empirical Evidence from India," Jindal Journal of Business Research, , vol. 7(1), pages 61-85, June.
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    7. Jürgen Bruns & Rüdiger Kabst, 2005. "Interim-Management: A Paradox for Leadership Research?," management revue - Socio-Economic Studies, Nomos Verlagsgesellschaft mbH & Co. KG, vol. 16(4), pages 512-524.
    8. García-Carbonell, Natalia & Martín-Alcázar, Fernando & Sánchez-Gardey, Gonzalo, 2016. "The views of Spanish HR managers on the role of internal communication in translating HR strategies into HRM systems," European Management Journal, Elsevier, vol. 34(3), pages 269-281.
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    More about this item

    Keywords

    Human Resource Management; Strategic HRM; Firm Performance;
    All these keywords.

    JEL classification:

    • F23 - International Economics - - International Factor Movements and International Business - - - Multinational Firms; International Business
    • J53 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - Labor-Management Relations; Industrial Jurisprudence
    • M10 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - General

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