2026-09-18T21:06:27Zhttps://ecommons.cornell.edu/server/oai/requestoai:ecommons.cornell.edu:1813/176612026-05-14T13:55:37Zcom_1813_35col_1813_47
Hermans, Michel
2010-10-20T19:56:22Z
2015-10-20T06:57:23Z
2010-10-20
https://hdl.handle.net/1813/17661
7061467
I apply a stakeholder perspective to SHRM and propose that the extent to which stakeholder interests are considered in the design and deployment of HRM processes is positively related to these practices' contribution to building required organizational capabilities. I distinguished between internal stakeholders and external stakeholders and found that stakeholder oriented HRM practices have an effect on organizational effectiveness through enhanced organizational capabilities. Data were obtained from 2,849 line managers and 201 senior HR executives from 201 business units, representing North America, Latin America, Europe, China and Australia.
en_US
A Stakeholder Perspective On Hrm-Performance Linkages
dissertation or thesis
application/pdf
Publication
Cornell Theses and Dissertations
Hermans, Michel
5893a6ea-7af3-41d7-abc6-04bcd26ab5df
open.access
open.access
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<Abstract>I apply a stakeholder perspective to SHRM and propose that the extent to which stakeholder interests are considered in the design and deployment of HRM processes is positively related to these practices' contribution to building required organizational capabilities. I distinguished between internal stakeholders and external stakeholders and found that stakeholder oriented HRM practices have an effect on organizational effectiveness through enhanced organizational capabilities. Data were obtained from 2,849 line managers and 201 senior HR executives from 201 business units, representing North America, Latin America, Europe, China and Australia.</Abstract>
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