Erratum to: Strategic HR functions and firm performance: The moderating effects of high-involvement work practices (Asia Pac J Manag, 10.1007/s10490-011-9264-6);Strategic HR functions and firm performance: The moderating effects of high-involvement work practices

Asia Pacific Journal of Management

Volumn 30, Issue 1, 2013, Pages 91-113

  Kim, Hyondong ^a   Sung Choon, Kang ^b  

^a Dongguk University   (South Korea)

^b Seoul National University   (South Korea)

Author keywords

Employee contribution and commitment; HR process; Strategic HR function

Indexed keywords

EID: 84873750900     PISSN: 02174561     EISSN: 15729958     Source Type: Journal    
DOI: 10.1007/s10490-011-9270-8     Document Type: Erratum

References (47)

1. Bae, J., & Lawler, J. J. 2000. Organizational and HRM strategies in Korea: Impact on firm performance in emerging economy. Academy of Management Journal, 43: 502-517.
2. Barney, J. 1991. Firm resources and sustained competitive advantage. Journal of Management, 17: 99-120.
3. Becker, B. E., & Huselid, M. A. 2006. Strategic human resources management: Where do we go from here?. Journal of Management, 32: 49-66.
4. Beugelsdijk, S. 2008. Strategic human resources practices and product innovation. Organizational Studies, 29: 821-847.
5. Bidwell, M. 2009. Do peripheral workers do peripheral work? Comparing the use of highly skilled contractors and regular employees. Industrial and Relations Review, 62: 200-225.
6. Block, R. N., & Berg, P. 2009. Joint responsilbity unionism: A multi-plant model of collective bargaining under employment security. Industrial and Labor Relations Review, 63: 60-81.
7. Boxall, P., & Macky, K. 2009. Research and theory on high-performance work systems: Progressing the high-involvement stream. Human Resource Management Journal, 19: 49-66.
8. Budhwar, P., & Debrah, Y. A. 2009. Future research on human resource management systems in Asia. Asia Pacific Journal of Management, 26(2): 197-218.
9. Cohen, J., Cohen, P., West, S. G., & Aiken, L. S. 2006. Applied multiple regression/correlation analysis for the behavioral sciences. Mahwah, NJ: Lawrence Erlbaum Associates.
10. Collins, C. J., & Smith, K. G. 2006. Knowledge exchange and combination: The role of human resource practices in the performance of high-technology firms. Academy of Management Journal, 49: 544-560.
11. Cutcher-Gershenfeld, J., & Kochan, T. 2004. Takig stock: Collective bargaining at the turn of the century. Industrial and Labor Relations Review, 58: 3-26.
12. Datta, D., Guthrie, J. P., & Wright, P. M. 2005. Human resource management and labor productivity: Does industry matter?. Academy of Management Journal, 48: 135-145.
13. Deery, S. J., & Iverson, R. D. 2005. Labor-management cooperation: Antecedents and impact on organizational performance. Industrial and Labor Relations Review, 58: 588-609.
14. Dyne, L., & Ang, S. 1998. Organizational citizenship behavior of contingent workers in Singapore. Academy of Management Journal, 41: 692-703.
15. Eun, S. 2006. Non-standard employment transformation of labor relations in Korea. Seoul: Korea Labor Institute Press.
16. Felstead, A., & Gallie, D. 2004. For better or worse? Non-standard jobs and high involvment work systems. International Journal of Human Resource Management, 15: 1293-1316.
17. Foote, D. A. 2004. Temporary workers: Managing the problem of unschedules turnover. Management Decision, 42: 963-973.
18. Gerhart, B., Wright, P. M., McMahan, G. C., & Snell, S. A. 2000. Measurement error in research on the human resources and firm performance relationship: Further evidence and analysis. Personnel Psychology, 53: 855-872.
19. Grant, R. M. 1996. Toward a knowledge-based theory of the firm. Strategic Management Journal, 17: 109-122.
20. Guthrie, J. P. 2001. High-involvement work practices, turnover, and productivity: Evidence from New Zealand. Academy of Management Journal, 44: 480-190.
21. Hailey, V. H., Farndale, E., & Truss, C. 2005. The HR department's role in organizational performance. Human Resource Management Journal, 15: 49-66.
22. Heneman, R. L., Ledford, Jr., G. E., & Gresham, M. T. 2000. The changing nature of work and its effects on compensation design and delivery. In R. L. Rynes & B. Gerhart (Eds.). Compensation in organizations: 195-240. San Francisco: Jossey-Bass Publication.
23. Hmieleski, K. M., & Baron, R. A. 2009. Entrepreneurs' optimism and new venture performance: A social cognitive perspective. Academy of Management Journal, 52: 473-488.
24. Kato, T., Lee, J. H., Lee, K.-S., & Lee, J.-S. 2005. Employee participation and involvement in Korea: Evidence from a new survey and field research. International Economic Journal, 19: 251-281.
25. Keizer, A. B. 2011. Flexibility in Japanese internal labor markets. Asia Pacific Journal of Management, 28(3): 573-594.
26. Kim, D.-O., & Bae, J. 2005. Workplace innovation, employment relations, and HRM: Two electronics companies in South Korea. International Journal of Human Resource Management, 16: 1277-1302.
27. Kwon, S. 2004. The effects of contingent employment on organizational performance: Empirical analysis of exchange theory perspective. The Korean Journal of Management, 33: 79-109.
28. Lawler, III., E. E. 1992. The ultimate advantage: Creating the high involvement organization. San Francisco: Jossey-Bass.
29. Lepak, D. P., & Snell, S. A. 2002. Examining the human resource architecture: The relationships among human capital, employment, and human resource configurations. Journal of Management, 28: 517-543.
30. Lepak, D. P., Takeuchi, R., & Snell, S. A. 2003. Employment flexibility and firm performance: Examining the interaction effects of employment mode, environmental dynamism, and technological intensity. Journal of Management, 29: 681-703.
31. Lepak, D. P., Taylor, S., Tekleb, A., Marrone, J. A., & Cohen, D. J. 2007. An examination of the use of high-investment human resource systems for core and support employees. Human Resource Management, 46: 223-246.
32. Martell, K., & Carroll, S. 1995. How strategic is HRM?. Human Resource Management, 34: 253-267.
33. McDuffie, J. P. 1995. Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the world auto industry. Industrial and Labor Relations Review, 48: 197-221.
34. Riordan, C. M., Vandenberg, R. J., & Richardson, H. A. 2005. Employee involvement climate and organizational effectiveness. Human Resource Management, 44: 471-488.
35. Shaw, J. D., Gupta, N., & Delery, J. E. 2002. Pay dispersion and workforce performance: Moderating effects of incentives and interdependence. Strategic Management Journal, 2e: 491-512.
36. Sun, L.-Y., Aryee, S., & Law, K. S. 2007. High-performance human resource practices, citizenship behavior, and organizational performance: A relational perspective. Academy of Management Journal, 50: 558-577.
37. Takeuchi, N., Wakabayashi, M., & Chen, Z. 2003. The strategic HRM configuration for competitive advantage: Evidence from Japanese firms in China and Taiwan. Asia Pacific Journal of Management, 20(4): 447-480.
38. Truss, C. 2001. Complexities and controversies in linking HRM with organizational outcomes. Journal of Management Studies, 38: 1121-1149.
39. Truss, C., Gratton, L., Hope-Hailey, V., Stiles, P., & Zaleska, J. 2002. Paying the piper: Choice and constraint in changing HR functional roles. Human Resource Management Journal, 12: 39-62.
40. Ulrich, D. 1997. Human resource champions: The next agenda for adding value and delivering results. Boston: Harvard Business School Press.
41. Verma, A. 2005. What do unions do to the workplace? Union effets on management and HRM policies. Journal of Labor Research, 26: 415-449.
42. Welbourne, T. M., & Cyr, L. A. 1999. The human resource executive effect in initial public offering firms. Academy of Management Journal, 42: 616-629.
43. Wright, P. M., McMahan, G. C., McCormick, B., & Sherman, W. S. 1998. Strategy core competence and HR involvement as determinants of HR effectiveness and refinery performance. Human Resource Management, 37: 17-29.
44. Wright, P. M., & Nishii, L. H. 2005. Strategic HRM and organizational behavior: Integrating multiple levels of analysis. Working paper no. 07-03, Center for Advanced Human Resource Studies (CAHRS), Cornell University, Ithaca, NY.
45. Wright, P. M., & Snell, S. A. 1998. Toward a unifying framework for exploring fit and flexibility in strategic human resource management. Academy of Management Journal, 23: 756-772.
46. Zacharatos, A., Barling, J., & Iverson, R. D. 2005. High-performance work systems and occupational safety. Journal of Applied Psychology, 90: 77-94.
47. Zatzick, C. D., & Iverson, R. D. 2006. High-involvement management and workforce reduction: Competitive advantage or disadvantage. Academy of Management Journal, 49: 999-1015.