A Comparison Between Content and Black-Box HRM Performance Studies: From Direct Relationships to Psychological Theory
Athar HameedFaculty of Management, Universiti Teknologi Malaysia (UTM), 81310 Skudai, Johor, MalaysiaEbi Shahrin SuleimanFaculty of Management, Universiti Teknologi Malaysia (UTM), 81310 Skudai, Johor, MalaysiaUmar Haiyat Abdul KoharFaculty of Management, Universiti Teknologi Malaysia (UTM), 81310 Skudai, Johor, MalaysiaMuhammad Wasim AkramFaculty of Management, Universiti Teknologi Malaysia (UTM), 81310 Skudai, Johor, Malaysia
2017en
ABI
Abstract
Over the past few decades, there has been a consistent and concerted scholarly effort to demonstrate a relationship between HRM systems and organizational performance. The HRM performance studies (HRM-P) utilize different theoretical approaches and methodologies to reveal this relationship. HRM-P content studies were the earliest attempt utilize empirical and positivist methodology to reveal the impact of HRM systems on organizational performance. Black-box HRM-P also utilizes the positivist approach but establishes a link between HRM and performance through intervening employee affective and attitudinal outcomes. This paper presents a review of content and black-box HRM-P studies.
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