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The Relationship Between Human Resources Strategies And Business Outcomes: A Configurational Approach

Author

Listed:
  • Isidro Peña Pardo

    (University of Castilla – La Mancha – Department of Management and Administration, Faculty of Law, Ronda de Toledo, Spain)

  • João Duque

    (Advance Research Center, School of Economics and Management (ISEG) - Technical University of Lisbon, Portugal)

Abstract

The configurational perspective refers to the need for integration and coherence among different applied human resources practices, or “internal fit”, as well as the need to adapt those practices to a series of organisational factors, or “external fit”. Using a sample of 48 organisations, we shall attempt to show how applying the coherent systems proposed by Delery and Doty (1996), matching those systems to business strategies, and integrating human resources into a company’s strategic processes have positive repercussions on business outcomes.

Suggested Citation

  • Isidro Peña Pardo & João Duque, 2008. "The Relationship Between Human Resources Strategies And Business Outcomes: A Configurational Approach," Portuguese Journal of Management Studies, ISEG, Universidade de Lisboa, vol. 0(2), pages 193-236.
    • Handle: RePEc:pjm:journl:v:xiii:y:2008:i:2:p:193-236
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    References listed on IDEAS

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    5. Edward J. Zajac & James D. Westphal, 1994. "The Costs and Benefits of Managerial Incentives and Monitoring in Large U.S. Corporations: When is More not Better?," Strategic Management Journal, Wiley Blackwell, vol. 15(S1), pages 121-142, December.
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