A theory of the firm's demand for HRM practices

Bruce E. Kaufman

doi:10.1080/09585191003658797

A theory of the firm's demand for HRM practices

Bruce E. Kaufman

Research output: Contribution to journal › Article › peer-review

27 Citations (Scopus)

Abstract

Empirical data are presented that reveal a large variation in the pattern of HRM practice adoption across firms. The paper then develops an economics-based theory that explains this pattern. The model broadens the HRM concept; models the linkage between HRM practices and firm performance (the 'black box'); generates an HRM input demand function and demand curve; formalizes the concept of strategic HRM; suggests a new empirical tool for HRM research; generates new hypotheses and insights on the nature of the HRM-firm performance relationship; suggests that existing theories of the HRM-firm performance relationship are seriously mis-specified; and posits that on theoretical grounds the effect of more HRM on firm performance in long-run competitive equilibrium is not positive but zero.

Original language	English
Pages (from-to)	615-636
Number of pages	22
Journal	International Journal of Human Resource Management
Volume	21
Issue number	5
DOIs	https://doi.org/10.1080/09585191003658797
Publication status	Published - 2010

Keywords

economics of personnel
human resource management theory
strategic human resource management

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10.1080/09585191003658797

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AB - Empirical data are presented that reveal a large variation in the pattern of HRM practice adoption across firms. The paper then develops an economics-based theory that explains this pattern. The model broadens the HRM concept; models the linkage between HRM practices and firm performance (the 'black box'); generates an HRM input demand function and demand curve; formalizes the concept of strategic HRM; suggests a new empirical tool for HRM research; generates new hypotheses and insights on the nature of the HRM-firm performance relationship; suggests that existing theories of the HRM-firm performance relationship are seriously mis-specified; and posits that on theoretical grounds the effect of more HRM on firm performance in long-run competitive equilibrium is not positive but zero.

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ER -

A theory of the firm's demand for HRM practices

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Keywords

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