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Human Resource Management and Performance: A Comparative Study of Ireland and the Netherlands

Author

Listed:
  • Justine Horgan

    (Faculty of Management and Organization, University of Groningen)

  • Peter Muehlau

    (Interuniversity Center for Social Science Theory and Methodology (ICS), University of Groningen)

Abstract

In this article, we compare the effects of ?high performance human resource management? (HPHR) on employee and company performance between Ireland and the Netherlands. Key hypotheses are, first, that companies using the HPHR system exhibit higher levels of employee and company performance than companies that do not. Second, we expect that these relationships are stronger for Ireland than for the Netherlands as the societal context (skill formation, industrial relations and value systems) consistently support the working of HPHR in Ireland but in the Netherlands these institutions restrict the potential contribution of HPHR to performance improvements. These hypotheses are tested on company-level data from Ireland and the Netherlands. The main finding is that HPHR is associated with higher performance levels in Ireland but not in the Netherlands. Comparing the effects of single HR domains between the two countries further supports the institutional context hypothesis.

Suggested Citation

  • Justine Horgan & Peter Muehlau, 2005. "Human Resource Management and Performance: A Comparative Study of Ireland and the Netherlands," management revue. Socio-economic Studies, Rainer Hampp Verlag, vol. 16(2), pages 242-258.
    • Handle: RePEc:rai:mamere:1861-9908_mrev_2005_02_horgan
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    Cited by:

    1. Wenchuan Liu & James P. Guthrie & Patrick C. Flood & Sarah Maccurtain, 2009. "Unions and the Adoption of High Performance Work Systems: Does Employment Security Play a Role?," ILR Review, Cornell University, ILR School, vol. 63(1), pages 109-127, October.

    More about this item

    Keywords

    Human Resource Management; Performance; Societal Effect; Ireland; the Netherlands;
    All these keywords.

    JEL classification:

    • F23 - International Economics - - International Factor Movements and International Business - - - Multinational Firms; International Business
    • J53 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - Labor-Management Relations; Industrial Jurisprudence
    • M10 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - General

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