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The Configurational Approach to Linking Strategic Human Resource Management Bundles with Business Performance: Myth or Reality?

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  • Eleni T. Stavrou

    (University of Cyprus, Department of Pubic and Business Administration)

  • Chris Brewster

    (Henley Management College)

Abstract

Strategic human resource management has been linked to competitive advantage and in turn to organizational performance. This linkage has been viewed from a universal, a contextual or a configurational perspective. Adopting the latter perspective, the authors of the present study investigate the possible Strategic HRM Bundles of competitive advantage within the EU and the extent to which these bundles are linked to business performance. The exploration revealed fifteen bundles: six of which have a positive and one has a negative relation to performance. These results raise theoretical as well as practical implications about the extent to which HRM is viewed strategically within the EU business context.

Suggested Citation

  • Eleni T. Stavrou & Chris Brewster, 2005. "The Configurational Approach to Linking Strategic Human Resource Management Bundles with Business Performance: Myth or Reality?," management revue - Socio-Economic Studies, Nomos Verlagsgesellschaft mbH & Co. KG, vol. 16(2), pages 186-201.
    • Handle: RePEc:nms:mamere:1861-9908_mrev_2005_02_stavrou
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    File URL: https://www.nomos-elibrary.de/10.5771/0935-9915-2005-2-186
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    References listed on IDEAS

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    Cited by:

    1. Klaas Szierbowski-Seibel & Marius Claus Wehner & Rüdiger Kabst, 2019. "Outsourcing and Excellence of Core HR Practices: Comparing institutional mechanisms among market economies," Working Papers Dissertations 48, Paderborn University, Faculty of Business Administration and Economics.
    2. Weis, Peter & Schaefer, Robert, 2012. "Enhancing recognition as HR-Business Partner by implementing Workforce-Differentiation?," Journal of Applied Leadership and Management, Hochschule Kempten - University of Applied Sciences, Professional School of Business & Technology, vol. 1, pages 53-76.
    3. Daniel Roque Gomes & Vanda Asseiro & Neuza Ribeiro, 2013. "Triggering Employee Motivation in Adverse Organizational Contexts: ¡°Going the Extra Mile¡± while Holding Hands with Uncertainty?," Business and Management Research, Business and Management Research, Sciedu Press, vol. 2(1), pages 41-54, March.
    4. Sinikka Vanhala & Kaija Tuomi, 2006. "HRM, Company Performance and Employee Well-being," management revue - Socio-Economic Studies, Nomos Verlagsgesellschaft mbH & Co. KG, vol. 17(3), pages 241-255.
    5. Klaas Szierbowski-Seibel & Marius Claus Wehner & Rüdiger Kabst, 2019. "HR Integration, HR Strategy, and HR Partnership - Comparing the "Strategic Partner" between the USA and Germany," Working Papers Dissertations 47, Paderborn University, Faculty of Business Administration and Economics.
    6. Stavrou, Eleni T. & Charalambous, Christakis & Spiliotis, Stelios, 2007. "Human resource management and performance: A neural network analysis," European Journal of Operational Research, Elsevier, vol. 181(1), pages 453-467, August.

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    More about this item

    Keywords

    Business Performance; Competitive Advantage; Strategic Human Resource Management;
    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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