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dc.contributor.authorWright, Patrick M.
dc.contributor.authorGardner, Timothy M.
dc.contributor.authorMoynihan, Lisa M.
dc.contributor.authorAllen, Mathew R.
dc.date.accessioned2020-11-25T14:50:40Z
dc.date.available2020-11-25T14:50:40Z
dc.date.issued2004-06-01
dc.identifier.other102381
dc.identifier.urihttps://hdl.handle.net/1813/76982
dc.description.abstractSignificant research attention has been devoted to examining the relationship between HR practices and firm performance, and the research support has assumed HR as the causal variable. Using data from 45 business units (with 62 data points), this study examines how measures of HR practices correlate with past, concurrent, and future operational performance measures. The results indicate that correlations with performance measures at all three times are both high and invariant, and that controlling for past or concurrent performance virtually eliminates the correlation of HR with future performance. Implications are discussed.
dc.language.isoen_US
dc.subjectrelationship
dc.subjectHR
dc.subjectpractices
dc.subjectfirm performance
dc.subjectorder
dc.subjecthuman
dc.subjectresearch
dc.subjectsupport
dc.subjectorganization
dc.subjectbusiness
dc.titleThe Relationship Between HR Practices and Firm Performance: Examining Causal Order
dc.typepreprint
dc.description.legacydownloadsWP04_06.pdf: 29823 downloads, before Oct. 1, 2020.
local.authorAffiliationWright, Patrick M.: pmw6@cornell.edu Cornell University
local.authorAffiliationGardner, Timothy M.: tmg13@byu.edu Brigham Young University
local.authorAffiliationMoynihan, Lisa M.: lmoynihan@london.edu lmoynihan@london.edu
local.authorAffiliationAllen, Mathew R.: mra26@cornell.edu Cornell University


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