Theoretical and Empirical Challenges in Studying: The HR Practice - Firm Performance Relationship

Over the past 10 years a plethora of research has been conducted seeking to establish a relationship between human resource (HR) practices and firm performance. While this research has demonstrated promising results, a significant number of problems exist. This paper seeks to identify the theoretical and empirical challenges facing researchers who wish to further establish the impact of HR practices on firm performance. We conclude with some recommendations for future research in this area that might more accurately assess this relationship in ways that will be useful for both researchers and practitioners

The Impact of Human Resource Practices on Business-Unit Operating and Financial Performance

This study examined the impact of HR practices and organizational commitment on business-unit operating performance and profitability. Using a predictive design with a sample of 50 autonomous business-units within the same corporation, the study revealed that both organizational commitment and HR practices were significantly related to operational measures of performance as well as operating expenses and pre-tax profits

ILR Impact Brief - Affective Commitment Links Human Resource Practices and Voluntary Turnover

[Excerpt] Motivation- and empowerment- enhancing human resource (HR) practices are positively associated with employees’ collective emotional attachment to, and identification with, a company and its goals; this affective commitment, in turn, is negatively associated with the aggregate of employee decisions to exit an organization. Thus, collective affective commitment mediates the relationship between these two sets of HR practices and voluntary turnover. Practices that enhance workforce skills, however, are not mediated by collective affective commitment; rather, they are directly and positively associated with increased voluntary turnover

High Performance HR Practices And Customer Satisfaction: Employee Process Mechanisms

This research examined organizational commitment and customer focus as mediators between HR practices and customer satisfaction of seventy-one work units from twenty-five business units from a single firm in the food service industry. Customer satisfaction was assessed by ratings from multiple customers eighteen months after HR practices and process mechanisms were assessed from unique groups of employee respondents. Results suggest that employee commitment and customer focus partially mediate the relationship between HR practices and customer satisfaction

The HR-Firm Performance Relationship: Can it be in the Mind of the Beholder?

This study examined whether respondents’ implicit theories of performance could impact their responses to surveys regarding HR practices and effectiveness. Senior Human Resource and Line Executives and MBA, graduate Engineering, and graduate HR students read scenarios of high and low performing firms and were asked to report on the prevalence of various HR practices and effectiveness of the HR function in each firm. Results indicated that all four groups of respondents held implicit theories that high performing firms were characterized by extensive HR practices and had highly effective HR functions relative to low performing firms. Subjects with substantial work experience reported greater differences between and high and low performing firms than did subjects with relatively little work experience. The implications of these results for research on the HR Practices – Firm Performance relationship are discussed

Beginning to Unlock the Black Box in the HR Firm Performance Relationship: The Impact of HR Practices on Employee Attitudes and Employee Outcomes

Theoretical models in strategic human resource management research commonly include employee attitudes and behaviors as key mediating links between human resource practices and firm performance. However, almost all empirical SHRM work to date has ignored the mediating hypothesis and merely examined the direct relationship between HR practices and firm outcomes. The purpose of this study is to test the relationship between HR practices and employee attitudes and behaviors. Using a sample of 174 independent work groups, we examined the relationship between HR practices and collective behaviors (turnover and absenteeism) mediated by collective attitudes (job satisfaction and commitment). Results indicate attitudes partially mediate the relationship between HR practices and employee behaviors. The direct and indirect relationships identified in this study support the notion that attitudes and behaviors play a mediating role between HR practices and firm outcomes. These findings illustrate the varying impacts of HR practices and the importance of utilizing multilevel theory and methods

HR Practices and Customer Satisfaction: The Mediating Link of Commitment

This research examined organizational commitment as a mediator between HR practices and customer satisfaction of 35 job groups from 13 service firm business units. Both commitment level and consensus were predicted to influence customer satisfaction. Results found that commitment level mediated the relationship between HR practices and customer satisfaction

Which Radial Velocity Exoplanets Have Undetected Outer Companions?

(Abridged) The observed radial velocity (RV) eccentricity distribution for extrasolar planets in single-planet systems shows that a significant fraction of planets are eccentric ($e > 0.1$). Here we investigate the effects on an RV planet's eccentricity produced by undetected outer companions. We have carried out Monte Carlo simulations of mock RV data to understand this effect and predict its impact on the observed distribution. We first quantify the statistical effect of undetected outer companions and show that this alone cannot explain the observed distribution. We then modify the simulations to consist of two populations, one of zero-eccentricity planets in double-planet systems and the other of single planets drawn from an eccentric distribution. Our simulations show that a good fit to the observed distribution is obtained with 45% zero-eccentricity double-planets and 55% single eccentric planets. Matching the observed distribution allows us to determine the probability that a known RV planet's orbital eccentricity has been biased by an undetected wide-separation companion. Our simulations show that moderately-eccentric planets, with $0.1 < e < 0.3$ and $0.1 < e < 0.2$, have a $\sim 13$ and $\sim 19$ probability, respectively, of having an undetected outer companion. We encourage both high-contrast direct imaging and RV follow-up surveys of known RV planets with moderate eccentricities to test our predictions and look for previously undetected outer companions.Comment: 23 pages (12 text, 2 tables, 9 figures). Accepted to the Astrophysical Journal 30 June 200

Measurement Error in Research on Human Resources and Firm Performance: Additional Data and Suggestions for Future Research

Gerhart and colleagues and Huselid and Becker recently debated the presence and implications of measurement error in measures of human resource practices. This paper presents data from three more studies, one of large organizations from different industries at the corporate level, one from commercial banks, and the other of autonomous business units at the level of the job. Results of all three studies provide additional evidence that single respondent measures of HR practices contain large amounts of measurement error. Implications for future research are discussed

A SYSTEMATIC REVIEW OF METHODOLOGIES USED TO ASSESS “UNANTICIPATED” CUTTING MECHANICS

Biomechanical analysis of cutting mechanics is a popular approach to assessing risk factors for injuries such as anterior cruciate ligament ruptures. The purpose of this study was to systematically review the methodological approaches to assessing unanticipated cutting mechanics and provide a review of such approaches. A total of 93 articles where identified that had assessed unanticipated cutting. The most common methodological design was a 45° cutting task following a run-up where the direction of the cut was determined by a light-based stimulus. External light stimuli create a worst-case scenario by providing information about the task at the last moment meaning opportunity for preparatory mechanics is limited. However, light stimuli do not allow for perception-action to take place and may therefore not truly reflect an athlete’s cutting mechanics