The DOI matches its Crossref record; 4 of the 4 references it cites were found in a registry or an index.
A Conceptual Review of Human Resource Management Systems in Strategic Human Resource Management Research
Abstract
A distinguishing feature of strategic human resource management research is an emphasis on human resource (HR) systems, rather than individual HR practices as a driver of individual and organizational performance. Yet, there remains a lack of agreement regarding what these systems are, which practices comprise these systems, how these systems operate, and how they should be studied. Our goal in this paper is to take a step toward identifying and addressing several conceptual and methodological issues regarding HR systems. Conceptually, we argue that HR systems should be targeted toward some strategic objective and operate by influencing (1) employee knowledge, skills, and abilities, (2) employee motivation and effort, and (3) opportunities for employees to contribute. Methodologically, we explore issues related to the relationships among policies and practices, sampling issues, identifying the appropriate referent group(s), and who should serve as key informants for HR system studies.
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
HUSELID, M. A. (1995) · Academy of Management Journal · doi:10.2307/256741 · Cited by 9,342
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 · cited 1×
“As noted by Bowen and Ostroff (2004), the content of HR systems ‘‘should be largely driven by the strategic goals and values of the organization,’’ and ‘‘to be effective in terms of content, the foci of the HRM practices must be designed around a particular strategic focus, such as service or innovation’’ (p.”
BackgroundThe Challenge of Innovation Implementation
Klein, K. J., & Sorra, J. S. (1996) · The Academy of Management Review · doi:10.2307/259164 · Cited by 2,113
Innovative human resource practices and organizational commitment: an empirical investigation
Agarwala, T. (2003) · The International Journal of Human Resource Management · doi:10.1080/0958519021000029072 · Cited by 350
Cited by
Emergence of the Human Capital Resource: A Multilevel Model
Ployhart, R. E., & Moliterno, T. P. (2011) · Academy of Management Review · doi:10.5465/amr.2009.0318 · Cited by 1,162
Research and theory on high‐performance work systems: progressing the high‐involvement stream
Boxall, P., & Macky, K. (2009) · Human Resource Management Journal · doi:10.1111/j.1748-8583.2008.00082.x · Cited by 1,018
A meta‐analytic investigation of the relationship between HRM bundles and firm performance
Subramony, M. (2009) · Human Resource Management · doi:10.1002/hrm.20315 · Cited by 734
Management Practices Across Firms and Countries
Bloom, N., Genakos, C., Sadun, R., & Van Reenen, J. (2012) · Academy of Management Perspectives · doi:10.5465/amp.2011.0077 · Cited by 599
Human Capital Is Dead; Long Live Human Capital Resources!
Ployhart, R. E., Nyberg, A. J., Reilly, G., & Maltarich, M. A. (2014) · Journal of Management · doi:10.1177/0149206313512152 · Cited by 560
Metadata
- Authors
- Lepak, D. P., Liao, H., Chung, Y., & Harden, E. E.
- Venue
- Research in Personnel and Human Resources Management
- Publisher
- Emerald (MCB UP )
- Published
- 2006-06-16
- Pages
- 217-271
- ISSN
- 0742-7301 (ISSN-L)
- OpenAlex
- W2504922513
- Cited by
- 999
- References
- 4
- FWCI
- 28.58
- Type
- book chapter
- 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
How to cite
Cite CoChat for the checks on this page, and the paper for its own findings.
- This page
- CoChat. (2026). Citation check: A Conceptual Review of Human Resource Management Systems in Strategic Human Resource Management Research. https://app.cochat.ai/papers/10.1016/s0742-7301(06)25006-0
- The paper
- Lepak, D. P., Liao, H., Chung, Y., & Harden, E. E. (2006). A Conceptual Review of Human Resource Management Systems in Strategic Human Resource Management Research. Research in Personnel and Human Resources Management. https://doi.org/10.1016/s0742-7301(06)25006-0
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.
