magazinelogo

Journal of Humanities, Arts and Social Science

ISSN Print: 2576-0556 Downloads: 387931 Total View: 3176176
Frequency: monthly ISSN Online: 2576-0548 CODEN: JHASAY
Email: jhass@hillpublisher.com
Article http://dx.doi.org/10.26855/jhass.2024.08.025

A Review of Research on Human Resource System Strength and Its Future Prospects

Yating Li*, Bahijah Binti Abas

Universiti Pendidikan Sultan Idris, Tanjong Malim 35900, Perak, Malaysia.

*Corresponding author: Yating Li

Published: September 9,2024

Abstract

Human Resource System Strength (HRSS) is a crucial concept in the field of human resource management. For the purposes of this study, HRSS is defined as a framework that not only emphasizes the human resource system itself but also considers employees' subjective perceptions of that system. This dual focus facilitates the effective implementation of HR practices, ultimately enhancing employees' work attitudes and behaviors, as well as improving organizational performance. While the HR system may be static, HRSS is inherently dynamic. Thus, HRSS is approached from the perspective of a dynamic and functional process. In this context, if HR policies are static, HRSS serves as a dynamic framework for studying human resources. HRSS encompasses three dimensions: distinctiveness, consistency, and consensus. This paper first reviews existing research on HRSS, examining its conceptual connotations, dimensions, measurement methods, and empirical studies through a comprehensive literature review. Subsequently, it identifies the limitations of current research and proposes future directions for the development of HRSS.

References

Alfes, K., Shantz, A. D., Bailey, C., Conway, E., Monks, K., & Fu, N. (2019). Perceived human resource system strength and employee reactions toward change: Revisiting human resource’s remit as change agent. Human Resource Management, 58(3), 239-252. https://doi.org/10.1002/hrm.21948.

Babar, S., Obaid, A., Sanders, K., & Tariq, H. (2022). Performance appraisal quality and employee performance: The boundary conditions of human resource strength and religiosity. Asia Pacific Journal of Human Resources, 1744-7941.

https://doi.org/10.1111/1744-7941.12327.

Bednall, T. C., Sanders, K., & Yang, H. (2022). A meta‐analysis on employee perceptions of human resource strength: Examining the mediating versus moderating hypotheses. Human Resource Management, 61(1), 5-20.

https://doi.org/10.1002/hrm.22068.

Bowen, D. E., & Ostroff, C. (2004). Understanding HRM-Firm Performance Linkages: The Role of the “Strength” of the HRM System. The Academy of Management Review, 29(2), 203. https://doi.org/10.2307/20159029.

Chacko, S., & Conway, N. (2019). Employee experiences of HRM through daily affective events and their effects on perceived event‐signaled HRM system strength, expectancy perceptions, and daily work engagement. Human Resource Management Journal, 29(3), 433-450. https://doi.org/10.1111/1748-8583.12236.

Coelho, J. P., Cunha, R. C., Gomes, J., & Correia, A. (2012). Strength of the HRM System or HRM Internal Power? The Development of a Measure. Academy of Management Annual Meeting Proceedings, 2012(1), 13591.

https://doi.org/10.5465/AMBPP.2012.13591abstract.

de la Rosa-Navarro, D., Díaz-Fernández, M., & Lopez-Cabrales, A. (2019). Disentangling the strength of the HRM system: Effects on employee reactions. Employee Relations: The International Journal, 42(2), 281-299.

https://doi.org/10.1108/ER-12-2018-0322.

Delmotte, J., De Winne, S., & Sels, L. (2012). Toward an assessment of perceived HRM system strength: Scale development and validation. The International Journal of Human Resource Management, 23(7), 1481-1506.

https://doi.org/10.1080/09585192.2011.579921.

Fang, Y., Lei, Y., & Song, Z. (2019). Influence of inclusive human resource management practice on employees’ innovative behaviors—The mediating effect based on self-efficacy of innovation. Science Research Management, 40(12), 312-322. https://doi.org/10.19571/j.cnki.1000-2995.2019.12.031.

Jia, J., Chen, C., & Jiao, Y. (2021). How to Wake up “Fake Sleeping Employees”: A study on the influence mechanism of human resource management strength on knowledge sharing. Journal of Northeastern University (Social Scienc-es Edition), 04, 26-33+98. https://doi.org/10.15936/j.cnki.1008-3758.2021.04.004.

Jia, J., Jiao, Y., & Zhao, R. (2018). The Influence of Authentic Leadership on the Strength of Human Resource Management—The Mediating Role of Employee Voice Behavior and the Moderating Effect of Perceptions of Organi-zational Politics. Journal of Northeastern University (Social Science), 20(04), 373-379.

Lee, H. W., Pak, J., Kim, S., & Li, L.-Z. (2019). Effects of Human Resource Management Systems on Employee Proactivity and Group Innovation. Journal of Management, 45(2), 819-846. https://doi.org/10.1177/0149206316680029.

Molina-Azorin, J. F., López-Gamero, M. D., Tarí, J. J., Pereira-Moliner, J., & Pertusa-Ortega, E. M. (2021). Environmental Management, Human Resource Management and Green Human Resource Management: A Literature Review. Administrative Sciences, 11(2), 48. https://doi.org/10.3390/admsci11020048.

Parker, S. K., Wang, Y., & Liao, J. (2019). When Is Proactivity Wise? A Review of Factors That Influence the Individual Outcomes of Proactive Behavior. Annual Review of Organizational Psychology and Organizational Behavior, 6(1), 221-248. https://doi.org/10.1146/annurev-orgpsych-012218-015302.

Xie, R. (2021). Correlation analysis of human resource management intensity and retail enterprise performance: Based on the moderating effect of retail enterprise climate. Research in Business Economics, 13, 122-125.

Yan, J., Jia, J., & Luo, J. (2017). The Cross-Level Cascading of Transformational Leadership on Followership: Moderation Effect of Strength of Human Resource Management and Enterprise Nature. Science of Science and Management of S.& T., 38(10), 147-157. https://doi.org/CNKI:SUN:KXXG.0.2017-10-012.

Yang, C., Tang, M., & Jing, Y. (2019). A Study of the Mechanism by which Guanxi-based Human Resource Management Practices Influence Employees’ Active Change. Management Review, 31(12), 207-218.

https://doi.org/10.14120/j.cnki.cn11-5057/f.2019.12.018.

Yang, J., & Yang, H. (2020). Practice Approaches Between Human Resource Management and Organizational Performance: Explanation of Four Foreign Theories. 22(01), 103-112. 

https://doi.org/10.13504/j.cnki.issn1008-2700.2020.01.010.

Zhang, J., Zhu, F., Liu, N., & Cai, Z. (2022). Be in Your Element: The Joint Effect of Human Resource Management Strength and Proactive Personality on Employee Creativity. Frontiers in Psychology, 13, 851539.

https://doi.org/10.3389/fpsyg.2022.851539.

Zhou, S., & Zhou, T. (2022). Environmental regulation, human resource management strength and corporate green innovation. Communications on Finance and Accounting, 09, 66-71. 

https://doi.org/10.16144/j.cnki.issn1002-8072.2022.0.

Zhu, F., Zhang, J., & Zhu, X. (2020). An Empirical Study on the Influential Mechanism between HRM Strength and Service-oriented OCB: The Mediating Effect of Organizational Commitment and the Moderating Effect of Symbolic Employer Brand. Journal of Central University of Finance and Economics, 12, 106-114.

https://doi.org/10.19681/j.cnki.jcufe.2020.12.009.

How to cite this paper

A Review of Research on Human Resource System Strength and Its Future Prospects

How to cite this paper: Yating Li, Bahijah Binti Abas. (2024) A Review of Research on Human Resource System Strength and Its Future Prospects. Journal of Humanities, Arts and Social Science8(8), 1943-1949.

DOI: https://dx.doi.org/10.26855/jhass.2024.08.025