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

Author

Listed:
  • 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, Rainer Hampp Verlag, vol. 16(2), pages 186-201.
  • Handle: RePEc:rai:mamere:1861-9908_mrev_2005_02_stavrou
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    Cited by:

    1. 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.
    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.

    More about this item

    Keywords

    Business Performance; Competitive Advantage; Strategic Human Resource Management;

    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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