05334nam 2200709 450 991045242860332120211220191031.01-118-48263-81-118-48262-X(CKB)2550000001130099(EBL)1118507(OCoLC)828794017(SSID)ssj0000831929(PQKBManifestationID)12338972(PQKBTitleCode)TC0000831929(PQKBWorkID)10882208(PQKB)10003226(PQKBManifestationID)16037577(PQKB)22928034(MiAaPQ)EBC1118507(DLC) 2012042341(Au-PeEL)EBL1118507(CaPaEBR)ebr10784809(CaONFJC)MIL530146(EXLCZ)99255000000113009920131106d2012 uy 0engur|n|---|||||txtccrHRM and performance achievements and challenges /edited by Jaap Paauwe, David Guest, and Patrick WrightChichester, England :Wiley,2012.©20121 online resource (268 p.)Description based upon print version of record.1-4051-6833-1 1-299-98895-4 Includes bibliographical references and index.HRM and Performance: Achievements and Challenges; Copyright; Contents; Preface; Editor Biographies; Author Biographies; Chapter 1: HRM and Performance: What Do We Know and Where Should We Go?; What do we know about the HRM-performance relationship?; Theoretical ambiguity; Empirical invalidity; Which HRM practices?; How should HRM practices be measured?; What is performance?; How are HRM practices implemented?; How do HRM practices impact performance?; How do we statistically model the HRM-performance relationship?; Answering the unanswered questionsChapter 2: HRM, Well-Being and Performance: A Theoretical and Empirical ReviewIntroduction; Conceptual focus and definitions; Human resource management; Employee well-being; Organizational performance; Alternative models of the HRM-WB-OP relationship; Theoretical arguments and analytical approaches; Well-being-performance relationship; HRM-well-being relationship; Perceived working conditions-well-being link; HRM-perceived working conditions link; Conclusion; Review of research on the HRM-WB-OP relationship; Happiness well-being; Health-related well-being; ConclusionContextual and contingency factorsRole of national institutions and legislation; Role of trade unions; Sector/branch of industry; Organizational turbulence; Demographic characteristics and composition of the workforce; Conclusion; Suggestions for future research; Conclusions; Chapter 3: Building Highly-Performing Work Systems: Analysing HR Systems and Their Contribution to Performance; The analytical approach to HRM; HPWSs: background and critique; Going forward: studying HR systems and their contribution to performance; Contexts and business models; Mediators and methodsMutuality and sustainabilityConclusions; Chapter 4: Reconceptualizing Fit in Strategic Human Resource Management: 'Lost in Translation?'; Abstract; Introduction; Best-fit approaches in human resource management; The early fit models and the next generation fit models in HRM; Content approaches; Process approaches; The strength of interaction; Alignment of dominant goals; Organizational fit; Institutional fit; Implementation; Dynamic capabilities; Missing elements; Integration of fit approaches and discussionProposition 1: An effective HR system requires optimizing the level of strategic fit and 'satisficing' the level of institutional fitProposition 2: Both the first and second stages of the framework are needed for effectiveness; Proposition 3: Aligned strategic, internal and organizational fit will be positively related to labour productivity; Proposition 4: Institutional fit will be positively related to social legitimacy; Proposition 5: Achieving a dynamic fit is positively related to organizational flexibilityProposition 6: The different types of fit together can form a unique gestalt or configuration, which could lead to a sustained competitive advantageThe link between HRM and performance has become an important policy issue at both a national and a corporate level. HRM and Performance draws on the knowledge and expertise of a number of leading international scholars in the field of HRM to provide a comprehensive overview of the current state of HRM and identify fruitful directions for theory, research and practice. A central question throughout is - what's next for HRM and what are the keys to the future of managing people and performance?Personnel managementPerformanceElectronic books.Personnel management.Performance.658.3/14Paauwe Jaap1069781Guest David1944-991925Wright Patrick M166613MiAaPQMiAaPQMiAaPQBOOK9910452428603321HRM and performance2556879UNINA