The DOI matches its Crossref record; 9 of the 9 references it cites were found in a registry or an index.
A meta‐analytic investigation of the relationship between HRM bundles and firm performance
Abstract
Human resource management bundles consisting of multiple complementary practices are typically considered superior to individual best practices in influencing firm performance. This study investigates the relationship between three such bundles (empowerment, motivation, and skill‐enhancing) and business outcomes (retention, operating performance, financial performance, and overall performance ratings). A meta‐analysis of 239 effect sizes derived from 65 studies reveals that HRM bundles have significantly larger magnitudes of effects than their constituent individual practices, are positively related to business outcomes, and display effect sizes that are comparable to or larger than those of high‐performance work systems. These findings reaffirm the case for firm‐level investments in synergistic HRM combinations and highlight the importance of investing in complementary practices. © 2009 Wiley Periodicals, Inc.
Overview
The claims and statistics of this paper haven’t been checked yet.
Run the check — free, no account needed. It reads the open-access text and checks the sources it cites.
Integrity signals
Registry
Cites
Statistics
Verification
Claims the paper makes
The claims and statistics of this paper haven’t been checked yet.
Run the check — free, no account needed. It reads the open-access text and checks the sources it cites.
Self-check
Percentages, sums and reported differences re-computed from the paper’s own numbers.
The self-check needs the paper’s full text.
Citations
Cites
Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N. P. (2003) · Journal of Applied Psychology · doi:10.1037/0021-9010.88.5.879 · Cited by 82,194
The Measurement of Observer Agreement for Categorical Data
Landis, J. R., & Koch, G. G. (1977) · Biometrics · doi:10.2307/2529310 · Cited by 81,148
Perceived organizational support.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986) · Journal of Applied Psychology · doi:10.1037/0021-9010.71.3.500 · Cited by 10,023
HUSELID, M. A. (1995) · Academy of Management Journal · doi:10.2307/256741 · Cited by 9,342
Measuring nominal scale agreement among many raters.
Fleiss, J. L. (1971) · Psychological Bulletin · doi:10.1037/h0031619 · Cited by 8,733
Kluger, A. N., & DeNisi, A. (1996) · Psychological Bulletin · doi:10.1037/0033-2909.119.2.254 · Cited by 5,882
Understanding HRM–Firm Performance Linkages: The Role of the “Strength” of the HRM System
Bowen, D. E., & Ostroff, C. (2004) · Academy of Management Review · doi:10.5465/amr.2004.12736076 · Cited by 2,996
A Fail-Safe N for Effect Size in Meta-Analysis
Orwin, R. G. (1983) · Journal of Educational Statistics · doi:10.2307/1164923 · Cited by 2,064
Effectiveness of training in organizations: A meta-analysis of design and evaluation features.
Arthur, W., Bennett, W., Edens, P. S., & Bell, S. T. (2003) · Journal of Applied Psychology · doi:10.1037/0021-9010.88.2.234 · Cited by 1,252
Cited by
Partial least squares structural equation modeling in HRM research
Ringle, C. M., Sarstedt, M., Mitchell, R., & Gudergan, S. P. (2020) · The International Journal of Human Resource Management · doi:10.1080/09585192.2017.1416655 · Cited by 1,943
Human resource management and employee well-being: towards a new analytic framework
Guest, D. E. (2017) · Human Resource Management Journal · doi:10.1111/1748-8583.12139 · Cited by 1,362
Waldkirch, M., Bucher, E., Schou, P. K., & Grünwald, E. (2021) · The International Journal of Human Resource Management · doi:10.1080/09585192.2021.1914129 · Cited by 173
“The conceptualization of HRM on digital platforms as following a hybrid philosophy challenges core tenets of HRM and the interplay of their elements (Jiang, Lepak, Han, et al., 2012; Subramony, 2009).”
BackgroundMethodInfluentialToward a more comprehensive model of firms’ human capital rents
Chadwick, C. (2017) · Academy of Management Review · doi:10.5465/amr.2013.0385 · Cited by 159
Organizational Citizenship Behavior and Role Breadth: A Meta‐Analytic and Cross‐Cultural Analysis
Jiao, C., Richards, D. A., & Hackett, R. D. (2013) · Human Resource Management · doi:10.1002/hrm.21555 · Cited by 53
Metadata
- Authors
- Subramony, M.
- Venue
- Human Resource Management
- Publisher
- Wiley
- Published
- 2009-09
- Volume
- 48
- Issue
- 5
- Pages
- 745-768
- ISSN
- 0090-4848 (ISSN-L)
- 1099-050X
- OpenAlex
- W2010298269
- Cited by
- 734
- References
- 9
- FWCI
- 35.36
- Type
- journal article
- Language
- en
- Open access
- closed
About these checks
Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.
Statistics and arithmetic are recomputed, not judged.
Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.
What counts as a claim ›How we measure confidence ›How we check this ›
Are you an author, or do you see a problem with this page? Request a review
Data sources
Bibliographic data: Semantic Scholar, OpenAlex, Crossref.
Contains information from the Semantic Scholar Academic Graph Datasets, made available under the ODC Attribution License (ODC-BY 1.0).
Semantic Scholar’s data is described in: Kinney, R., et al. (2023). The Semantic Scholar Open Data Platform. arXiv:2301.10140.
