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HRM and performance : achievements and challenges / / edited by Jaap Paauwe, David Guest, and Patrick Wright
| HRM and performance : achievements and challenges / / edited by Jaap Paauwe, David Guest, and Patrick Wright |
| Pubbl/distr/stampa | Chichester, England : , : Wiley, , 2012 |
| Descrizione fisica | 1 online resource (268 p.) |
| Disciplina | 658.3/14 |
| Altri autori (Persone) |
PaauweJaap
GuestDavid <1944-> WrightPatrick M |
| Soggetto topico |
Personnel management
Performance |
| Soggetto genere / forma | Electronic books. |
| ISBN |
1-118-48263-8
1-118-48262-X |
| Formato | Materiale a stampa  |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | eng |
| Nota di contenuto |
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 questions
Chapter 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; Conclusion Contextual 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 methods Mutuality 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 discussion Proposition 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 flexibility Proposition 6: The different types of fit together can form a unique gestalt or configuration, which could lead to a sustained competitive advantage |
| Record Nr. | UNINA-9910452428603321 |
| Chichester, England : , : Wiley, , 2012 | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
| ||
HRM and performance : achievements and challenges / / edited by Jaap Paauwe, David Guest, and Patrick Wright
| HRM and performance : achievements and challenges / / edited by Jaap Paauwe, David Guest, and Patrick Wright |
| Pubbl/distr/stampa | Chichester, England : , : Wiley, , 2012 |
| Descrizione fisica | 1 online resource (268 p.) |
| Disciplina | 658.3/14 |
| Altri autori (Persone) |
PaauweJaap
GuestDavid <1944-> WrightPatrick M |
| Soggetto topico |
Personnel management
Performance |
| ISBN |
1-118-48263-8
1-118-48262-X |
| Formato | Materiale a stampa |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | eng |
| Nota di contenuto |
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 questions
Chapter 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; Conclusion Contextual 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 methods Mutuality 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 discussion Proposition 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 flexibility Proposition 6: The different types of fit together can form a unique gestalt or configuration, which could lead to a sustained competitive advantage |
| Record Nr. | UNINA-9910790519703321 |
| Chichester, England : , : Wiley, , 2012 | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
| ||
HRM and performance : achievements and challenges / / edited by Jaap Paauwe, David Guest, and Patrick Wright
| HRM and performance : achievements and challenges / / edited by Jaap Paauwe, David Guest, and Patrick Wright |
| Pubbl/distr/stampa | Chichester, England : , : Wiley, , 2012 |
| Descrizione fisica | 1 online resource (268 p.) |
| Disciplina | 658.3/14 |
| Altri autori (Persone) |
PaauweJaap
GuestDavid <1944-> WrightPatrick M |
| Soggetto topico |
Personnel management
Performance |
| ISBN |
1-118-48263-8
1-118-48262-X |
| Formato | Materiale a stampa |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | eng |
| Nota di contenuto |
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 questions
Chapter 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; Conclusion Contextual 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 methods Mutuality 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 discussion Proposition 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 flexibility Proposition 6: The different types of fit together can form a unique gestalt or configuration, which could lead to a sustained competitive advantage |
| Record Nr. | UNINA-9910826822903321 |
| Chichester, England : , : Wiley, , 2012 | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
| ||