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


  • Patrick M. Wright

    () (School of ILR, Cornell University,Ithaca)

  • John J. Haggerty

    () (School of ILR, Cornell University, Ithaca)


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, Rainer Hampp Verlag, vol. 16(2), pages 164-173.
  • Handle: RePEc:rai:mamere:1861-9908_mrev_2005_02_wright

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    References listed on IDEAS

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    Cited by:

    1. Fiona Edgar & Alan Geare, 2010. "Characteristics of High- and Low-performing University Departments as Assessed by the New Zealand Performance Based Research Funding (PBRF) Exercise," Australian Accounting Review, CPA Australia, vol. 20(1), pages 55-63, March.
    2. Jaap Paauwe, 2009. "HRM and Performance: Achievements, Methodological Issues and Prospects," Journal of Management Studies, Wiley Blackwell, vol. 46(1), pages 129-142, January.
    3. Marta Posada & Celia Martín-Sierra & Elena Perez, 2017. "Effort, Satisfaction and Outcomes in Organisations," Journal of Artificial Societies and Social Simulation, Journal of Artificial Societies and Social Simulation, vol. 20(2), pages 1-9.

    More about this item


    Human Resource Management; Strategic HRM; Firm Performance;

    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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