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Research on the Relationship Between Strategic Human Resource Management and Organizational Performance Based on Contingency Mode

Received: 29 August 2016     Accepted: 14 September 2016     Published: 9 October 2016
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Abstract

At present, there are three modes studying on the relationship between strategic human resource management and organizational performance. These modes are universality mode, form mode and contingency mode. The paper firstly analyses on the characteristics of these three modes. And then, it infers the need for the use of contingency mode studying on the relationship between strategic human resource management and organizational performance. Secondly, it measures the standard of the organizational performance. At last, the paper takes the qualitative research method to study on the relationship between strategic human resource management and organizational performance, what factors influence on the relationship between the two, and the mediating variables and how to influence the process. It tries to provide a basis for subsequent research.

Published in Journal of Human Resource Management (Volume 4, Issue 5)
DOI 10.11648/j.jhrm.20160405.12
Page(s) 55-60
Creative Commons

This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.

Copyright

Copyright © The Author(s), 2016. Published by Science Publishing Group

Keywords

Contingency Mode, Strategic Human Resource, Organizational Performance

References
[1] Kou yue, Jia zhiyong, Bai yun. A Review on the Theoretical Study of Strategic Human Resource Management from an Integrative Perspective. Management Review, 2014, 26 (12): 110-119.
[2] Huang bo, Jiang xinhui, Gu jianghong. The Relationship between HRM Policy & Implementation and Organization Performance. Foreign Economics & Management, 2016, 38 (5), 58-68.
[3] Wang lanyun, Su lei. Study of the relationship between the fit of strategic human resource management and organizational performance. Science and Technology Management Research, 2015 (9): 173-179.
[4] Song dian, Yuan yongzhi, Zhang weiwei. Cross-level research on strategic human resource management, innovative atmosphere and innovative behavior of employees. Science and Technology Management. 2011, 1: 29-33.
[5] Pan yongming, Mi guanxu. Strategic Human Resource Management: a competitive advantage for the organization. Jiangxi Social Sciences. 2009, 5: 41-43.
[6] DYER L., REEVES T. Human resource strategies and firm performance: what do we know and where do we need to go. International Journal of Human Resource Management, 2006, 45 (3): 337-355.
[7] Wang yajie, Dai jingxin. Strategic Human Resource Management, Firm Characteristics and Firm Performance. Science and Technology Management Research, 2014, 34 (4): 163-168.
[8] Wang zhaohui. A Literature Review of the Relationship between Strategic Human Resource Management and Organizational Ambidexterity. Foreign Economics & Management, 2016 (3): 44-60.
[9] Gary Dessler, translation by Liu xin. Human resource management. Beijing: China Renmin University Press. 2010: 39-98.
[10] Mary, E G LINDSAY, M T The important of the employee perspective in the competency development of human resource professionals. Human Resource Management. 2006, 45 (3): 337-355.
Cite This Article
  • APA Style

    Pingping Liu. (2016). Research on the Relationship Between Strategic Human Resource Management and Organizational Performance Based on Contingency Mode. Journal of Human Resource Management, 4(5), 55-60. https://doi.org/10.11648/j.jhrm.20160405.12

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    ACS Style

    Pingping Liu. Research on the Relationship Between Strategic Human Resource Management and Organizational Performance Based on Contingency Mode. J. Hum. Resour. Manag. 2016, 4(5), 55-60. doi: 10.11648/j.jhrm.20160405.12

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    AMA Style

    Pingping Liu. Research on the Relationship Between Strategic Human Resource Management and Organizational Performance Based on Contingency Mode. J Hum Resour Manag. 2016;4(5):55-60. doi: 10.11648/j.jhrm.20160405.12

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  • @article{10.11648/j.jhrm.20160405.12,
      author = {Pingping Liu},
      title = {Research on the Relationship Between Strategic Human Resource Management and Organizational Performance Based on Contingency Mode},
      journal = {Journal of Human Resource Management},
      volume = {4},
      number = {5},
      pages = {55-60},
      doi = {10.11648/j.jhrm.20160405.12},
      url = {https://doi.org/10.11648/j.jhrm.20160405.12},
      eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.jhrm.20160405.12},
      abstract = {At present, there are three modes studying on the relationship between strategic human resource management and organizational performance. These modes are universality mode, form mode and contingency mode. The paper firstly analyses on the characteristics of these three modes. And then, it infers the need for the use of contingency mode studying on the relationship between strategic human resource management and organizational performance. Secondly, it measures the standard of the organizational performance. At last, the paper takes the qualitative research method to study on the relationship between strategic human resource management and organizational performance, what factors influence on the relationship between the two, and the mediating variables and how to influence the process. It tries to provide a basis for subsequent research.},
     year = {2016}
    }
    

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    AU  - Pingping Liu
    Y1  - 2016/10/09
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    AB  - At present, there are three modes studying on the relationship between strategic human resource management and organizational performance. These modes are universality mode, form mode and contingency mode. The paper firstly analyses on the characteristics of these three modes. And then, it infers the need for the use of contingency mode studying on the relationship between strategic human resource management and organizational performance. Secondly, it measures the standard of the organizational performance. At last, the paper takes the qualitative research method to study on the relationship between strategic human resource management and organizational performance, what factors influence on the relationship between the two, and the mediating variables and how to influence the process. It tries to provide a basis for subsequent research.
    VL  - 4
    IS  - 5
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Author Information
  • Department of Human Resource Management, Beijing Wuzi University, Beijing, China

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