Research Article
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Year 2014, Volume: 6 Issue: 1, 87 - 96, 01.06.2014

Abstract

References

  • Alcazar, Fernando Martin; Pedro Miguel Romero Fernandez and Gonzalo Sanhez Gardey (2013) “Workforce Diversity of the Literature and Implications for Future Research”, Cross Cultural Management, 20(1), pp.39- 49.
  • Baker, David (1999) “Strategic Human Resource Management: Performance, Alignment, Management”, Librarian Career Development, 7(5), pp.51-63.
  • Buller, Paul F. and Glenn M.McEvoy (2012) “Strategy, Human Resource Management and Performance: Sharpening Line of Sight”, Human Resource Management Review, 22, pp.43-56.
  • Chadwick, Clint (2005) “The Vital Role of Strategy in Strategic Human Resource Management Education”, Human Resource Management Review, 15, pp.200-213.
  • Chew, Irene Keng-Howe and Peifen Chong (1999) “Effects of Strategic Human Resource Management on Strategic Vision”, The International Journal of Human Resource Management, 10(6), pp.1031-1045.
  • Chenevert, Denis and Michel Tremblay (2009) “Fits in Strategic Human Resource Management and Methodological Challenge: Empirical Evidence of Influence of Empowerment and Compensation Practices on Human Resource Performance in Canadian Firms”, The International Journal of Human Resource Management, 20(4), April, pp.738-770.
  • Delery, John (1998) “Issues of Fit in Strategic Human Resource Management: Implications for Research”, Human Resource Management Review, 8(3), pp.289-309.
  • Erciksen, Jeff and Lee Dyer (2005) “Toward A Strategic Human Resource Management Model of High Reliability Organization Performance”, The International Journal of Human Resource Management, 16(6), pp.907-928.
  • Green, Kenneth W., Cindy Wu, Dwayne Whitten and Boby Medlin (2006) “The Impact of Strategic Human Resource Management on Firm Performance and HR Professionals’ Work Attitude and Work Performance”, International Journal of Human Resource Management, 17(4), pp.559-579.
  • Harness, Tina (2009) “Research Methods fort he Empirical Study of Strategic Human Resource Management”, Qualitative Market Research: An International Journal, 12(3), pp.321-336.
  • Karami, Azhdar; Farhad Angloi and John Cusworth (2004) “Strategic Human Resource Management and Resource-based Approach: The Evidence from the British Manufacturing Industry”, Management Research News, 27(6), pp.50- 68.
  • Kiessling, Timothy and Michael Harvey (2005) “Strategic Global Human Resource Management Research in the Twenty-First Century: An Endorsement of the Mixed-Method Research Methodology”, International Journal of Human Resource Management, 16(1), January, pp.22-45.
  • Lepak, David P. And Scott A.Snell (1998) “Virtual HR: Strategic Human Resource Management in the 21st Century”, Human Resource Management Review, 8(3), pp.215-234.
  • Martin, Graeme and Phil Beaumont (2001) “Transforming Multinational Enterprises: Towards A Process Model of Strategic Human Resource Management Change”, The International Journal of Human Resource Management, 12(8), pp.1234-1250.
  • Martin, Graeme and Paul Gollan (2012) “Corporate Governance and Strategic Human Resource Management in the UK Financial Services Sector: The Case of the RBS”, The International Journal of Human Resource Management, 23(16), pp.3295-3314.
  • McMahan, Gary C., Myrtle P.Bell and Meghna Virick (1998) “Strategic Human Resource Management: Employee Involvement, Diversity, and International Issues”, Human Resource Management Review, 8(3), pp.193- 214.
  • Miller, Dale (2006) “Strategic Human Resource Management in Department Stores: An Historical Perspective”, Journal of Retailing and Consumer Services, 13, pp.99-109.
  • Molineux, John (2013) “Enabling Organizational Cultural Change Using Systemic Strategic Human Resource Management – A Longitudinal Case Study”, The International Journal of Human Resource Management, 24(8), pp.1588-1612.
  • Nagaraj, R. And T.J.Kamalanabhan (2006) “A Study on the Impact of Strategic Human Resource Practices on Organizational Performance”, Journal of Transnational Management, 10(4), pp.73-97.
  • Nigam, Ajit Kumar; Sonia Nongmaithem; Sudeep Sharma and Nachiketa Tripatti (2011) “The Impact of Strategic Human Resource Management on the Performance of Firms in India: A Study of Service Sector Firms”, Journal of Indian Business Research, 3(3), pp.148-167.
  • Offstein, Evan H., Devi R.Gnyawali, and Anthony T.Cobb (2005) “A Strategic Human Resource Perspective of Firm Competitive Behavior”, Human Resource Management Review, 15, pp.305-318.
  • Rogers, Edward W. And Patrick M.Wright (1998) “Measuring Organizational Performance in Strategic Human Resource Management: Problems, Prospects, and Performance Information Markets”, Human Resource Management Review, 8(3), pp.311-331.
  • Taylor, Marcia and Dori Finley (2008) “Strategic Human Resource Management in US Luxury Resorts – A Case Study”, Journal of Human Resourcesin Hospitality & Tourism, 8(1), pp.82-95.
  • Uysal, Gürhan (2012) “Taylor, HRM, Strategic HRM with Jobs, Employee Performance, Business Performance Relationship: HR Governance through 100 years”, Journal of Business and Economics, 3(4), pp.279-284.
  • Uysal, Gürhan (2013) “Progress of HRM to Strategic HRM: Human Resources as Capital”, Journal of US-China Public Administration, March, 10(3), pp.331-337.
  • Van Buren III, Harry, Michelle Greenwood, and Cathy Sheehan (2011) “Strategic Human Resource Management and The Decline of Employee Focus”, Human Resource Management Review, 21, pp.209-219.
  • Vedd, Rishma and Reza Kouhy (2001) “Management Accounting & Strategic Human Resource Management”, The Journal of Applied Accounting Research, 6, pp.90-120.
  • Wright, Patrick (1998) “Introduction: Strategic Human Resource Management Research in the 21st Century”, Human Resource Management Review, 8(3), pp.187-191.
  • Zhang, Ling; Ting Nie and Yongtai Luo (2009) “Matching Organizational Justice with Employment Modes: Strategic Human Resource Management Perspective”, Journal of Technology Management in China, 4(2), pp.180-187.

TAYLOR, HRM, STRATEGİC HRM WİTH JOBS, EMPLOYEE PERFORMANCE, BUSİNESS PERFORMANCE RELATİONSHİP: HR GOVERNANCE THROUGH 100 YEARS

Year 2014, Volume: 6 Issue: 1, 87 - 96, 01.06.2014

Abstract

This study defines SHRM as employee/business performance relationship. Employee performance has an impact on performance of business departments in this model; and, performance of business departments have an impact on firm performance. In addition, American model of SHRM defines SHRM with HR system approach. Because HR system establishes HPWS in organizations, and HPWS has an impact on individual performance. Secondly, basic divergence between HRM and SHRM is that HRM practices are individual in HRM, and HRM practices are interrelated in SHRM. and HRM is interested with employee performance while SHRM is interested with firm performance. Thirdly, American SHRM is toward configurational perspective and universalistic perspective. Configurational perspective is due to HR system and HPWS approach, and HRM has an impact on firm performance without moderators in universalistic perspective. On the other hand, European HRM is toward contextual perspective, and Asian HRM is toward contingency perspective

References

  • Alcazar, Fernando Martin; Pedro Miguel Romero Fernandez and Gonzalo Sanhez Gardey (2013) “Workforce Diversity of the Literature and Implications for Future Research”, Cross Cultural Management, 20(1), pp.39- 49.
  • Baker, David (1999) “Strategic Human Resource Management: Performance, Alignment, Management”, Librarian Career Development, 7(5), pp.51-63.
  • Buller, Paul F. and Glenn M.McEvoy (2012) “Strategy, Human Resource Management and Performance: Sharpening Line of Sight”, Human Resource Management Review, 22, pp.43-56.
  • Chadwick, Clint (2005) “The Vital Role of Strategy in Strategic Human Resource Management Education”, Human Resource Management Review, 15, pp.200-213.
  • Chew, Irene Keng-Howe and Peifen Chong (1999) “Effects of Strategic Human Resource Management on Strategic Vision”, The International Journal of Human Resource Management, 10(6), pp.1031-1045.
  • Chenevert, Denis and Michel Tremblay (2009) “Fits in Strategic Human Resource Management and Methodological Challenge: Empirical Evidence of Influence of Empowerment and Compensation Practices on Human Resource Performance in Canadian Firms”, The International Journal of Human Resource Management, 20(4), April, pp.738-770.
  • Delery, John (1998) “Issues of Fit in Strategic Human Resource Management: Implications for Research”, Human Resource Management Review, 8(3), pp.289-309.
  • Erciksen, Jeff and Lee Dyer (2005) “Toward A Strategic Human Resource Management Model of High Reliability Organization Performance”, The International Journal of Human Resource Management, 16(6), pp.907-928.
  • Green, Kenneth W., Cindy Wu, Dwayne Whitten and Boby Medlin (2006) “The Impact of Strategic Human Resource Management on Firm Performance and HR Professionals’ Work Attitude and Work Performance”, International Journal of Human Resource Management, 17(4), pp.559-579.
  • Harness, Tina (2009) “Research Methods fort he Empirical Study of Strategic Human Resource Management”, Qualitative Market Research: An International Journal, 12(3), pp.321-336.
  • Karami, Azhdar; Farhad Angloi and John Cusworth (2004) “Strategic Human Resource Management and Resource-based Approach: The Evidence from the British Manufacturing Industry”, Management Research News, 27(6), pp.50- 68.
  • Kiessling, Timothy and Michael Harvey (2005) “Strategic Global Human Resource Management Research in the Twenty-First Century: An Endorsement of the Mixed-Method Research Methodology”, International Journal of Human Resource Management, 16(1), January, pp.22-45.
  • Lepak, David P. And Scott A.Snell (1998) “Virtual HR: Strategic Human Resource Management in the 21st Century”, Human Resource Management Review, 8(3), pp.215-234.
  • Martin, Graeme and Phil Beaumont (2001) “Transforming Multinational Enterprises: Towards A Process Model of Strategic Human Resource Management Change”, The International Journal of Human Resource Management, 12(8), pp.1234-1250.
  • Martin, Graeme and Paul Gollan (2012) “Corporate Governance and Strategic Human Resource Management in the UK Financial Services Sector: The Case of the RBS”, The International Journal of Human Resource Management, 23(16), pp.3295-3314.
  • McMahan, Gary C., Myrtle P.Bell and Meghna Virick (1998) “Strategic Human Resource Management: Employee Involvement, Diversity, and International Issues”, Human Resource Management Review, 8(3), pp.193- 214.
  • Miller, Dale (2006) “Strategic Human Resource Management in Department Stores: An Historical Perspective”, Journal of Retailing and Consumer Services, 13, pp.99-109.
  • Molineux, John (2013) “Enabling Organizational Cultural Change Using Systemic Strategic Human Resource Management – A Longitudinal Case Study”, The International Journal of Human Resource Management, 24(8), pp.1588-1612.
  • Nagaraj, R. And T.J.Kamalanabhan (2006) “A Study on the Impact of Strategic Human Resource Practices on Organizational Performance”, Journal of Transnational Management, 10(4), pp.73-97.
  • Nigam, Ajit Kumar; Sonia Nongmaithem; Sudeep Sharma and Nachiketa Tripatti (2011) “The Impact of Strategic Human Resource Management on the Performance of Firms in India: A Study of Service Sector Firms”, Journal of Indian Business Research, 3(3), pp.148-167.
  • Offstein, Evan H., Devi R.Gnyawali, and Anthony T.Cobb (2005) “A Strategic Human Resource Perspective of Firm Competitive Behavior”, Human Resource Management Review, 15, pp.305-318.
  • Rogers, Edward W. And Patrick M.Wright (1998) “Measuring Organizational Performance in Strategic Human Resource Management: Problems, Prospects, and Performance Information Markets”, Human Resource Management Review, 8(3), pp.311-331.
  • Taylor, Marcia and Dori Finley (2008) “Strategic Human Resource Management in US Luxury Resorts – A Case Study”, Journal of Human Resourcesin Hospitality & Tourism, 8(1), pp.82-95.
  • Uysal, Gürhan (2012) “Taylor, HRM, Strategic HRM with Jobs, Employee Performance, Business Performance Relationship: HR Governance through 100 years”, Journal of Business and Economics, 3(4), pp.279-284.
  • Uysal, Gürhan (2013) “Progress of HRM to Strategic HRM: Human Resources as Capital”, Journal of US-China Public Administration, March, 10(3), pp.331-337.
  • Van Buren III, Harry, Michelle Greenwood, and Cathy Sheehan (2011) “Strategic Human Resource Management and The Decline of Employee Focus”, Human Resource Management Review, 21, pp.209-219.
  • Vedd, Rishma and Reza Kouhy (2001) “Management Accounting & Strategic Human Resource Management”, The Journal of Applied Accounting Research, 6, pp.90-120.
  • Wright, Patrick (1998) “Introduction: Strategic Human Resource Management Research in the 21st Century”, Human Resource Management Review, 8(3), pp.187-191.
  • Zhang, Ling; Ting Nie and Yongtai Luo (2009) “Matching Organizational Justice with Employment Modes: Strategic Human Resource Management Perspective”, Journal of Technology Management in China, 4(2), pp.180-187.
There are 29 citations in total.

Details

Primary Language English
Subjects Economics
Other ID JA67MZ32GK
Journal Section Articles
Authors

Gurhan Uysal This is me

Publication Date June 1, 2014
Published in Issue Year 2014 Volume: 6 Issue: 1

Cite

APA Uysal, G. (2014). TAYLOR, HRM, STRATEGİC HRM WİTH JOBS, EMPLOYEE PERFORMANCE, BUSİNESS PERFORMANCE RELATİONSHİP: HR GOVERNANCE THROUGH 100 YEARS. International Journal of Business and Management Studies, 6(1), 87-96.
AMA Uysal G. TAYLOR, HRM, STRATEGİC HRM WİTH JOBS, EMPLOYEE PERFORMANCE, BUSİNESS PERFORMANCE RELATİONSHİP: HR GOVERNANCE THROUGH 100 YEARS. IJBMS. June 2014;6(1):87-96.
Chicago Uysal, Gurhan. “TAYLOR, HRM, STRATEGİC HRM WİTH JOBS, EMPLOYEE PERFORMANCE, BUSİNESS PERFORMANCE RELATİONSHİP: HR GOVERNANCE THROUGH 100 YEARS”. International Journal of Business and Management Studies 6, no. 1 (June 2014): 87-96.
EndNote Uysal G (June 1, 2014) TAYLOR, HRM, STRATEGİC HRM WİTH JOBS, EMPLOYEE PERFORMANCE, BUSİNESS PERFORMANCE RELATİONSHİP: HR GOVERNANCE THROUGH 100 YEARS. International Journal of Business and Management Studies 6 1 87–96.
IEEE G. Uysal, “TAYLOR, HRM, STRATEGİC HRM WİTH JOBS, EMPLOYEE PERFORMANCE, BUSİNESS PERFORMANCE RELATİONSHİP: HR GOVERNANCE THROUGH 100 YEARS”, IJBMS, vol. 6, no. 1, pp. 87–96, 2014.
ISNAD Uysal, Gurhan. “TAYLOR, HRM, STRATEGİC HRM WİTH JOBS, EMPLOYEE PERFORMANCE, BUSİNESS PERFORMANCE RELATİONSHİP: HR GOVERNANCE THROUGH 100 YEARS”. International Journal of Business and Management Studies 6/1 (June 2014), 87-96.
JAMA Uysal G. TAYLOR, HRM, STRATEGİC HRM WİTH JOBS, EMPLOYEE PERFORMANCE, BUSİNESS PERFORMANCE RELATİONSHİP: HR GOVERNANCE THROUGH 100 YEARS. IJBMS. 2014;6:87–96.
MLA Uysal, Gurhan. “TAYLOR, HRM, STRATEGİC HRM WİTH JOBS, EMPLOYEE PERFORMANCE, BUSİNESS PERFORMANCE RELATİONSHİP: HR GOVERNANCE THROUGH 100 YEARS”. International Journal of Business and Management Studies, vol. 6, no. 1, 2014, pp. 87-96.
Vancouver Uysal G. TAYLOR, HRM, STRATEGİC HRM WİTH JOBS, EMPLOYEE PERFORMANCE, BUSİNESS PERFORMANCE RELATİONSHİP: HR GOVERNANCE THROUGH 100 YEARS. IJBMS. 2014;6(1):87-96.