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Strategic Human Resource Management

65 citations0/0 files storedAdvances in logistics, operations, and management science book series

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Human Resource and Talent Management Job Satisfaction and Organizational Behavior Management and Organizational Practices

Abstract

The chapter explored the evolution of human resources management to position strategic human resources management (SHRM), human capital development (HCD), and employee behavior, such as creative work behavior, as important variables required by organizations to survive in challenging environments. It argued that the alignment of the fits between SHRM and business strategy and between SHRM and HCD positions employees as sources of organizations' competitive advantage and drives positive and innovative employee behavior required in the business challenging environments faced by organizations. The chapter discussed a study done with samples from knowledge workers to establish the relationship between SHRM, HCD, and creative work behavior. Results showed that SHRM had a direct relationship with HCD and an indirect relationship with CWB through HCD. There was no direct relationship between SHRM and CWB. Implications of the study and future research were recommended.

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References

1999Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives 1991Firm Resources and Sustained Competitive Advantage 1984A resource‐based view of the firm 1986Self-Reports in Organizational Research: Problems and Prospects 2017Exchange and Power in Social Life 1996MODES OF THEORIZING IN STRATEGIC HUMAN RESOURCE MANAGEMENT: TESTS OF UNIVERSALISTIC, CONTINGENCY, AND CONFIGURATIONS. PERFORMANCE PREDICTIONS.2010From the Editors: Common method variance in international business research 1992Theoretical Perspectives for Strategic Human Resource Management

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