A Literature Review of Strategic Human Resource Management
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Published:
Apr 24, 2017
Keywords:
Literature review Strategic Human Resource Management; Business Strateg ; Organizational Performance Black Box
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Abstract
Strategic human resource management (SHRM) has been studied for over the last 30 years and is highly recognized for its impact to the organizational performance but the mechanism of its impact still remain in the discussion of the field. This paper is focused on the systematic review of literature on theories of SHRM. The aims is to present the literature review of SHRM studies to explain the meanings, identify the variables and its’ relationship related to SHRM. The conclusion from review shows that variables used in various studies are business strategy, human resource management system, human resource outcomes and organizational performance. The human resource outcomes are found to be the mechanism which mediates the human resource management system – organizational performance linkage.
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References
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Altarawneh, I. I. and Aldehayyat, J. S. (2011) Strategic Human Resources Management (SHRM) in Jordanian Hotels. International Journal of Business and Management 6(10): 242-255.
Andersen, K. K., Cooper, B. K. and Zhu, C. J. (2007) The Effect of SHRM Practices on Perceived Firm Financial Performance: Some Initial Evidence from Australia. Asia Pacific Journal of Human Resources 45(2): 168-179.
Arthur, J. B. (1992) The Link Between Business Strategy and Industrial Relations Systems in American Steel Minimills. Industrial and Labor Relations Review 45(3):488-506.
Arthur, J. B. (1994) Effects of Human Resource Systems on Manufacturing Performance and Turnover. The Academy of Management Journal 37(3):670-687.
Azmi, F. T. (2011) Strategic Human Resource Management and Its Linkage with HRM Effectiveness and Organizational Performance: Evidence from India. The International Journal of Human Resource Management 22(18): 3888-3912.
Bao, C., Gordon, R. and Analoui, F. (2011) An Exploration of The Impact of Strategic International Human Resource Management on Firm Performance: The Case of Foreign MNCs in China. International Journal of Management and Information Systems 15(4): 31-40.
Batt, R. and Banerjee, M. (2012) The Scope and Trajectory of Strategic HR Research: Evidence from American and British Journals. The International Journal of Human Resource Management 23(9): 1739-1762.
Becker, B. E. and Huselid, M. A. (1998) High Performance Work Systems and Firm Performance: A Synthesis of Research and Managerial Implications. Research in Personnel and Human Resources Management 16: 53-101.
Becker, B. E. and Huselid, M. A. (2006) Strategic Human Resources Management: Where Do We Go From Here?. Journal of Management 32(6): 898-925.
Boxall, P. and Macky, K. (2007) High-Performance Work Systems and Organisational Performance: Bridging Theory and Practice. Asia Pacific Journal of Human Resources 45(3): 261-270.
Buller, P. F. and McEvoy, G. M. (2012) Strategy, Human Resource Management and Performance: Sharpening Line of Sight. Human Resource Management Review 22: 43-56.
Chan, S. C. H. and Mak, W. (2012) High Performance Human Resource Practices and Organizational Performance The Mediating Role of Occupational Safety and Health. Journal of Chinese Human Resource Management 3(2):136-150.
Chang, W. A. and Huang, T. C. (2005) Relationship between Strategic Human Resource Management and Firm Performance a contingency Perspective. International Journal of Manpower 26(5): 434-449.
Chow, I. H., Huang, J. and Liu, S. (2008) Strategic HRM in China:Configurations and Competitive Advantage. Human Resource Management 47(4): 687-706.
Collings, D. G., Demirbag, M., Mellahi, K. and Tatoglu, E. (2010) Strategic Orientation, Human Resource Management Practices and Organizational Outcomes: Evidence from Turkey. The International Journal of Human Resource Management 21(14): 2589-2613.
Delery, J. E. and Doty, D. H. (1996) Modes of Theorizing in Strategic Human Resource Management: Tests of Universalistic, Contingency, and Configurational Performance Predictions. Academy of Management Journal 39(4): 802-835.
Dess, G. G. and Robinson Jr., R. B. (1984) Measuring Organizational Performance in the Absence of Objective Measures: The Case of the Privately-held Firm and Conglomerate Business Unit. Strategic Management Journal 5: 265-273.
Devanna, M. A., Fombrun, C. and Tichy, N. (1981) Human Resource Management: A Strategic Perspective. Organizational Dynamics: 51-67.
Dyer, L. and Reeves, T. (1995) Human Resource Strategies and Firm Performance: What Do We Know and Where Do We Need to Go?. The International Journal of Human Resource Management 6(3): 656-670.
Elorza, U., Aritzeta, A. and Ayestarán, S. (2011) Exploring the Black Box in Spanish Firms: The Effect of the Actual and Perceived System on Employees’ Commitment and Organizational Performance.The International Journal of Human Resource Management 22(7): 1401-1422.
Fey, C. F., Morgulis-Yakushev, S., Park, H. J. and Björkman, I. (2009) Opening the Black Box of the Relationship between HRM Practices and Firm Performance: A comparison of MNE subsidiaries in the USA, Finland, and Russia. Journal of International Business Studies 40: 690-712.
Guthrie, J. P., Flood, P. C., Liu, W. and MacCurtain, S. (2009) High Performance Work Systems in Ireland: Human Resource and Organizational Outcomes. The International Journal of Human Resource Management 20(1): 112-125.
Guthrie, J. P., Flood, P. C., Liu, W., MacCurtain, S., and Armstrong, C. (2011) Big Hat, No Cattle? The Relationship Between Use of High-Performance Work Systems and Managerial Perceptions of HR Departments. The International Journal of Human Resource Management 22(8): 1672-1685.
Huang, T. C. (2001) The Effects of Linkage between Business and Human Resource Management Strategies. Personnel Review 30(2): 132-151.
Huselid, M. A. (1995) The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance. Academy of Management Journal 38(3): 635-672.
Huselid, M. A., Jackson, S. E. and Schuler, R. S. (1997) Technical and Strategic Human Resource Management Effectiveness as Determinants of Firm Performance. Academy of Management Journal 40(1): 171-188.
Ichniowski, C., Shaw, K. and Prennushi, G. (1997) The Effects of Human Resource Management Practices on Productivity: A Study of Steel Finishing Lines. The American Economic Review 87(3): 291-313.
Katou, A. A. and Budhwar, P. S. (2010) Causal relationship between HRM policies and organisational performance: Evidence from the Greek manufacturing sector. European Management Journal 28: 25-39.
Katou, A. A. (2012) Investigating Reverse Causality between Human Resource Management Policies and Organizational Performance in Small Firms. Management Research Review 35(2): 134-156.
Kaufman, B. E. and Miller, B. I. (2011) The Firm’s Choice of HRM Practices: Economics Meets Strategic Human Resource Management. Industrial and Labor Relations Review 64(3): 526-557.
Kazlauskaite, R., Buciuniene, I. and Turauskas, L. (2012) Organisational and psychological empowerment in the HRM-performance linkage. Employee Relations 34(2): 138-158
Khan, M. A. (2010) Effects of Human Resource Management Practices on Organizational Performance - An Empirical Study of Oil and Gas Industry in Pakistan. European Journal of Economics, Finance and Administrative Sciences 24: 157-175.
Khan, N. R., Awang, M. and Zulkifli, C. M. (2013) Enhancing HR Outcomes through Best HR Practices and Organizational Commitment: A Conceptual Schema for SMEs. Indian Journal of Commerce and Management Studies 4(1): 24-32.
Kim, S. (2012) The Impact of Human Resource Management on State Government IT Employee Turnover Intentions. Public Personnel Management 41(2): 257-279.
Klaas, B. S., Semadeni, M., Klimchak, M. and Ward, A. (2012) High-Performance Work System Implementatian in Small and Medium Enterprises: A Knowledge-Creation Perspective. Human Resource Management 51(4): 487-510.
Lee, F., Lee, T. and Wu, W. (2010) The Relationship between Human Resource Management Practices, Business Strategy and Firm Performance: Evidence from Steel Industry in Taiwan. The International Journal of Human Resource Management 21(9): 1351-1372.
Lepak, D. P., Liao, H., Chung, Y. and Harden, E. E. (2006) A Conceptual Review of Human Resource Management Systems in Strategic Human Resource Management Research. Research in Personnel and Human Resources Management 25: 217-271.
Liao, Y. (2005) Business Strategy and Performance: The Role of Human Resource Management Control. Personnel Review 34(3): 294-309.
Luna-Arocas, R. and Camps, J. (2008) A model of high performance work practices and turnover intentions. Personnel Review 37(1): 26-46.
MacDuffie, J. P. (1995) Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry. Industrial and Labor Relations Review48(2): 197-221.
McClean, E. and Collins, C. J. (2011) High-Commitment HR Practices, Employee Effort, and Firm Performance: Investigating the Effects of HR Practices Across Employee Groups Within Professional Services Firms. Human Resource Management 50(3): 341-363.
Messersmith, J. G., Patel, P. C. and Lepak, D. P. (2011) Unlocking the Black Box: Exploring the Link Between High-Performance Work Systems and Performance. Journal of Applied Psychology 96(6): 1105-1118.
Muduli, A. (2012) Business Strategy, SHRM, HR Outcome and Organizational Performance: Evidence from an Indian Industry. Global Management Journal 4(1/2): 111-125.
Nigam, A. K., Nongmaithem, S., Sharma, S. andTripathi, N. (2011) The Impact of Strategic Human Resource Management on the Performance of Firms in India. Journal of Indian Business Research 3(3): 148-167.
Park, H. J., Mitsuhashi, H., Fey, C. F. and Björkman, I. (2003) The Effect of Human Resource Management Practices on Japanese MNC Subsidiary Performance: A Partial Mediating Model. International Journal of Human Resource Management 14(8): 1391-1406.
Pfeffer, J. (1998) Seven Practices of Successful Organizations. California Management Review 40(2): 96-124.
Porter, M. E. (1985) Competitive Advantage: Creating and Sustaining Superior Performance. New York: The Free Press.
Schuler, R. S. and Jackson, S. E. (1987) Linking Competitive Strategies with Human Resource Management Practices. The Academy of Management Executive 1(3): 207-219.
Schuler, R.S. and Jackson, S. E. (1989) Determinants of Human Resource Management Priorities and Implications for Industrial Relations. Journal of Management 15(1): 89-99.
Selden, S., Schimmoeller, L. and Thompson, R. (2013) The Influence of High Performance Work Systems on Voluntary Turnover of New Hires in US State Governments. Personnel Review 42(3): 300-323.
Shameem, A. (2011) Impact of Strategic HRM Implementation on Firm Performance: An Empirical Study on the Indian IT Sector. SRM Management Digest 9: 206-210.
Snell, S. A. and Dean, J. W. (1992) Integrated Manufacturing and Human Resource Management: A Human Capital Perspective. Academy of Management Journal 35(3): 467-504.
Su, Z. and Wright, P. M. (2012) The Effective Human Resource Management Sysem in Transitional China: a Hybrid of Commitment and Control Practices. The International Journal of Human Resource Management 23(10): 2065-2086.
Sun, L., Aryee, S. and Law, K. S. (2007) High-Performance Human Resource Practices, Citizenship Behavior, and Organizational Performance: A Relational Perspective. Academy of Management Journal 50(3): 558-577.
Takeuchi, R., Lepak,D. P., Wang, H. and Takeuchi, K. (2007) An Empirical Examination of the Mechanisms Mediating Between High-Performance Work Systems and the Performance of Japanese Organizations. Journal of Applied Psychology 92(4): 1069-1083.
Teo, S. T. T., Clerc, M. L. and Galang, M. C. (2011) Human Capital Enhancing HRM Systems and Frontline Employees in Australian Manufacturing SMEs. The International Journal of Human Resource Management 22(12): 2522-2538.
Way, S. A. and Johnson, D. E. (2005) Theorizing about the Impact of Strategic Human Resource Management. Human Resource Management Review 15: 1-19.
Wright, P. M. and McMahan, G. C. (1992) Theoretical Perspectives for Strategic Human Resource Management. Journal of Management 18(2): 295-320.
Wright, P. M., Gardner, T. M. and Moynihan, L. M. (2003) The Impact of HR Practices on the Performance of Business Units. Human Resource Management Journal 13(3): 21-36.
Youndt, M. A. and Snell, S. A. (2004) Human Resource Configurations, Intellectual Capital, and Organizational Performance. Journal of Managerial Issues 16(3): 337-360.
Zupan, N. and Kaše, R. (2005) Strategic Human Resource Management in European Transition Economies: Building a Conceptual Model on the Case of Slovenia. The International Journal of Human Resource Management 16(6): 882-906.
Altarawneh, I. I. and Aldehayyat, J. S. (2011) Strategic Human Resources Management (SHRM) in Jordanian Hotels. International Journal of Business and Management 6(10): 242-255.
Andersen, K. K., Cooper, B. K. and Zhu, C. J. (2007) The Effect of SHRM Practices on Perceived Firm Financial Performance: Some Initial Evidence from Australia. Asia Pacific Journal of Human Resources 45(2): 168-179.
Arthur, J. B. (1992) The Link Between Business Strategy and Industrial Relations Systems in American Steel Minimills. Industrial and Labor Relations Review 45(3):488-506.
Arthur, J. B. (1994) Effects of Human Resource Systems on Manufacturing Performance and Turnover. The Academy of Management Journal 37(3):670-687.
Azmi, F. T. (2011) Strategic Human Resource Management and Its Linkage with HRM Effectiveness and Organizational Performance: Evidence from India. The International Journal of Human Resource Management 22(18): 3888-3912.
Bao, C., Gordon, R. and Analoui, F. (2011) An Exploration of The Impact of Strategic International Human Resource Management on Firm Performance: The Case of Foreign MNCs in China. International Journal of Management and Information Systems 15(4): 31-40.
Batt, R. and Banerjee, M. (2012) The Scope and Trajectory of Strategic HR Research: Evidence from American and British Journals. The International Journal of Human Resource Management 23(9): 1739-1762.
Becker, B. E. and Huselid, M. A. (1998) High Performance Work Systems and Firm Performance: A Synthesis of Research and Managerial Implications. Research in Personnel and Human Resources Management 16: 53-101.
Becker, B. E. and Huselid, M. A. (2006) Strategic Human Resources Management: Where Do We Go From Here?. Journal of Management 32(6): 898-925.
Boxall, P. and Macky, K. (2007) High-Performance Work Systems and Organisational Performance: Bridging Theory and Practice. Asia Pacific Journal of Human Resources 45(3): 261-270.
Buller, P. F. and McEvoy, G. M. (2012) Strategy, Human Resource Management and Performance: Sharpening Line of Sight. Human Resource Management Review 22: 43-56.
Chan, S. C. H. and Mak, W. (2012) High Performance Human Resource Practices and Organizational Performance The Mediating Role of Occupational Safety and Health. Journal of Chinese Human Resource Management 3(2):136-150.
Chang, W. A. and Huang, T. C. (2005) Relationship between Strategic Human Resource Management and Firm Performance a contingency Perspective. International Journal of Manpower 26(5): 434-449.
Chow, I. H., Huang, J. and Liu, S. (2008) Strategic HRM in China:Configurations and Competitive Advantage. Human Resource Management 47(4): 687-706.
Collings, D. G., Demirbag, M., Mellahi, K. and Tatoglu, E. (2010) Strategic Orientation, Human Resource Management Practices and Organizational Outcomes: Evidence from Turkey. The International Journal of Human Resource Management 21(14): 2589-2613.
Delery, J. E. and Doty, D. H. (1996) Modes of Theorizing in Strategic Human Resource Management: Tests of Universalistic, Contingency, and Configurational Performance Predictions. Academy of Management Journal 39(4): 802-835.
Dess, G. G. and Robinson Jr., R. B. (1984) Measuring Organizational Performance in the Absence of Objective Measures: The Case of the Privately-held Firm and Conglomerate Business Unit. Strategic Management Journal 5: 265-273.
Devanna, M. A., Fombrun, C. and Tichy, N. (1981) Human Resource Management: A Strategic Perspective. Organizational Dynamics: 51-67.
Dyer, L. and Reeves, T. (1995) Human Resource Strategies and Firm Performance: What Do We Know and Where Do We Need to Go?. The International Journal of Human Resource Management 6(3): 656-670.
Elorza, U., Aritzeta, A. and Ayestarán, S. (2011) Exploring the Black Box in Spanish Firms: The Effect of the Actual and Perceived System on Employees’ Commitment and Organizational Performance.The International Journal of Human Resource Management 22(7): 1401-1422.
Fey, C. F., Morgulis-Yakushev, S., Park, H. J. and Björkman, I. (2009) Opening the Black Box of the Relationship between HRM Practices and Firm Performance: A comparison of MNE subsidiaries in the USA, Finland, and Russia. Journal of International Business Studies 40: 690-712.
Guthrie, J. P., Flood, P. C., Liu, W. and MacCurtain, S. (2009) High Performance Work Systems in Ireland: Human Resource and Organizational Outcomes. The International Journal of Human Resource Management 20(1): 112-125.
Guthrie, J. P., Flood, P. C., Liu, W., MacCurtain, S., and Armstrong, C. (2011) Big Hat, No Cattle? The Relationship Between Use of High-Performance Work Systems and Managerial Perceptions of HR Departments. The International Journal of Human Resource Management 22(8): 1672-1685.
Huang, T. C. (2001) The Effects of Linkage between Business and Human Resource Management Strategies. Personnel Review 30(2): 132-151.
Huselid, M. A. (1995) The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance. Academy of Management Journal 38(3): 635-672.
Huselid, M. A., Jackson, S. E. and Schuler, R. S. (1997) Technical and Strategic Human Resource Management Effectiveness as Determinants of Firm Performance. Academy of Management Journal 40(1): 171-188.
Ichniowski, C., Shaw, K. and Prennushi, G. (1997) The Effects of Human Resource Management Practices on Productivity: A Study of Steel Finishing Lines. The American Economic Review 87(3): 291-313.
Katou, A. A. and Budhwar, P. S. (2010) Causal relationship between HRM policies and organisational performance: Evidence from the Greek manufacturing sector. European Management Journal 28: 25-39.
Katou, A. A. (2012) Investigating Reverse Causality between Human Resource Management Policies and Organizational Performance in Small Firms. Management Research Review 35(2): 134-156.
Kaufman, B. E. and Miller, B. I. (2011) The Firm’s Choice of HRM Practices: Economics Meets Strategic Human Resource Management. Industrial and Labor Relations Review 64(3): 526-557.
Kazlauskaite, R., Buciuniene, I. and Turauskas, L. (2012) Organisational and psychological empowerment in the HRM-performance linkage. Employee Relations 34(2): 138-158
Khan, M. A. (2010) Effects of Human Resource Management Practices on Organizational Performance - An Empirical Study of Oil and Gas Industry in Pakistan. European Journal of Economics, Finance and Administrative Sciences 24: 157-175.
Khan, N. R., Awang, M. and Zulkifli, C. M. (2013) Enhancing HR Outcomes through Best HR Practices and Organizational Commitment: A Conceptual Schema for SMEs. Indian Journal of Commerce and Management Studies 4(1): 24-32.
Kim, S. (2012) The Impact of Human Resource Management on State Government IT Employee Turnover Intentions. Public Personnel Management 41(2): 257-279.
Klaas, B. S., Semadeni, M., Klimchak, M. and Ward, A. (2012) High-Performance Work System Implementatian in Small and Medium Enterprises: A Knowledge-Creation Perspective. Human Resource Management 51(4): 487-510.
Lee, F., Lee, T. and Wu, W. (2010) The Relationship between Human Resource Management Practices, Business Strategy and Firm Performance: Evidence from Steel Industry in Taiwan. The International Journal of Human Resource Management 21(9): 1351-1372.
Lepak, D. P., Liao, H., Chung, Y. and Harden, E. E. (2006) A Conceptual Review of Human Resource Management Systems in Strategic Human Resource Management Research. Research in Personnel and Human Resources Management 25: 217-271.
Liao, Y. (2005) Business Strategy and Performance: The Role of Human Resource Management Control. Personnel Review 34(3): 294-309.
Luna-Arocas, R. and Camps, J. (2008) A model of high performance work practices and turnover intentions. Personnel Review 37(1): 26-46.
MacDuffie, J. P. (1995) Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry. Industrial and Labor Relations Review48(2): 197-221.
McClean, E. and Collins, C. J. (2011) High-Commitment HR Practices, Employee Effort, and Firm Performance: Investigating the Effects of HR Practices Across Employee Groups Within Professional Services Firms. Human Resource Management 50(3): 341-363.
Messersmith, J. G., Patel, P. C. and Lepak, D. P. (2011) Unlocking the Black Box: Exploring the Link Between High-Performance Work Systems and Performance. Journal of Applied Psychology 96(6): 1105-1118.
Muduli, A. (2012) Business Strategy, SHRM, HR Outcome and Organizational Performance: Evidence from an Indian Industry. Global Management Journal 4(1/2): 111-125.
Nigam, A. K., Nongmaithem, S., Sharma, S. andTripathi, N. (2011) The Impact of Strategic Human Resource Management on the Performance of Firms in India. Journal of Indian Business Research 3(3): 148-167.
Park, H. J., Mitsuhashi, H., Fey, C. F. and Björkman, I. (2003) The Effect of Human Resource Management Practices on Japanese MNC Subsidiary Performance: A Partial Mediating Model. International Journal of Human Resource Management 14(8): 1391-1406.
Pfeffer, J. (1998) Seven Practices of Successful Organizations. California Management Review 40(2): 96-124.
Porter, M. E. (1985) Competitive Advantage: Creating and Sustaining Superior Performance. New York: The Free Press.
Schuler, R. S. and Jackson, S. E. (1987) Linking Competitive Strategies with Human Resource Management Practices. The Academy of Management Executive 1(3): 207-219.
Schuler, R.S. and Jackson, S. E. (1989) Determinants of Human Resource Management Priorities and Implications for Industrial Relations. Journal of Management 15(1): 89-99.
Selden, S., Schimmoeller, L. and Thompson, R. (2013) The Influence of High Performance Work Systems on Voluntary Turnover of New Hires in US State Governments. Personnel Review 42(3): 300-323.
Shameem, A. (2011) Impact of Strategic HRM Implementation on Firm Performance: An Empirical Study on the Indian IT Sector. SRM Management Digest 9: 206-210.
Snell, S. A. and Dean, J. W. (1992) Integrated Manufacturing and Human Resource Management: A Human Capital Perspective. Academy of Management Journal 35(3): 467-504.
Su, Z. and Wright, P. M. (2012) The Effective Human Resource Management Sysem in Transitional China: a Hybrid of Commitment and Control Practices. The International Journal of Human Resource Management 23(10): 2065-2086.
Sun, L., Aryee, S. and Law, K. S. (2007) High-Performance Human Resource Practices, Citizenship Behavior, and Organizational Performance: A Relational Perspective. Academy of Management Journal 50(3): 558-577.
Takeuchi, R., Lepak,D. P., Wang, H. and Takeuchi, K. (2007) An Empirical Examination of the Mechanisms Mediating Between High-Performance Work Systems and the Performance of Japanese Organizations. Journal of Applied Psychology 92(4): 1069-1083.
Teo, S. T. T., Clerc, M. L. and Galang, M. C. (2011) Human Capital Enhancing HRM Systems and Frontline Employees in Australian Manufacturing SMEs. The International Journal of Human Resource Management 22(12): 2522-2538.
Way, S. A. and Johnson, D. E. (2005) Theorizing about the Impact of Strategic Human Resource Management. Human Resource Management Review 15: 1-19.
Wright, P. M. and McMahan, G. C. (1992) Theoretical Perspectives for Strategic Human Resource Management. Journal of Management 18(2): 295-320.
Wright, P. M., Gardner, T. M. and Moynihan, L. M. (2003) The Impact of HR Practices on the Performance of Business Units. Human Resource Management Journal 13(3): 21-36.
Youndt, M. A. and Snell, S. A. (2004) Human Resource Configurations, Intellectual Capital, and Organizational Performance. Journal of Managerial Issues 16(3): 337-360.
Zupan, N. and Kaše, R. (2005) Strategic Human Resource Management in European Transition Economies: Building a Conceptual Model on the Case of Slovenia. The International Journal of Human Resource Management 16(6): 882-906.