Neal, Andrew and West, Michael and Patterson, Malcolm G (2005) Do organizational climate and competitive strategy moderate the relationship between Human Resource Management and productivity? Journal of Management, 31 (4). pp. 492-512. ISSN 1557-1211Full text not available from this repository.
This study examined whether the effectiveness of human resource management (HRM) practices is contingent on organizational climate and competitive strategy. The concepts of internal and external fit suggest that the positive relationship between HRM and subsequent productivity will be stronger for firms with a positive organizational climate and for firms using differentiation strategies. Resource allocation theories of motivation, on the other hand, predict that the relationship between HRM and productivity will be stronger for firms with a poor climate because employees working in these firms should have the greatest amount of spare capacity. The results supported the resource allocation argument.
|Journal or Publication Title:||Journal of Management|
|Uncontrolled Keywords:||organizational climate ; human resource management ; productivity (employee) ; competitive strategy ; employee motivation|
|Subjects:||H Social Sciences > HD Industries. Land use. Labor|
|Departments:||Lancaster University Management School > Lancaster University Management School - Other > Centre for Performance-Led HR|
|Deposited On:||10 Aug 2012 19:47|
|Last Modified:||24 Jun 2016 01:45|
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