A resource-based view of human resource management and organizational capabilities development

The aim of this research work was to analyse the role of human resource management in the development of organizational capabilities and its influence on the firm's performance from a resource-based view. Our results, from empirical research on a nation-wide sample of Spanish savings banks, suggest that human resource decisions, integrated in a human resource system, have an important influence on the development of organizational capabilities and on the firm's performance.

[1]  Jeffrey B. Arthur,et al.  Effects of human resource systems on manufacturing performance and turnover , 1994 .

[2]  D. Teece,et al.  DYNAMIC CAPABILITIES AND STRATEGIC MANAGEMENT , 1997 .

[3]  Richard,et al.  Motivation through the Design of Work: Test of a Theory. , 1976 .

[4]  Hiroyuki Itami.  Mobilizing invisible assets , 1987 .

[5]  Dave Ulrich,et al.  MEASURING HUMAN RESOURCES: AN OVERVIEW OF PRACTICE AND A PRESCRIPTION FOR RESULTS , 1997 .

[6]  Margaret A. Peteraf.  The cornerstones of competitive advantage: A resource‐based view , 1993 .

[7]  B. Wernerfelt,et al.  A Resource-Based View of the Firm , 1984 .

[8]  J. Barney,et al.  On becoming a strategic partner: The role of human resources in gaining competitive advantage , 1998 .

[9]  Frank Mueller,et al.  HUMAN RESOURCES AS STRATEGIC ASSETS: AN EVOLUTIONARY RESOURCE‐BASED THEORY* , 1996 .

[10]  Ken Kamoche,et al.  Human Resource Management and the Appropriation-Learning Perspective , 1998 .

[11]  Patrick M. Wright,et al.  Strategy , Core Competence and HR Involvement as Determinants of HR Effectiveness and Refinery Performance , 2000 .

[12]  C. Lengnick-Hall,et al.  Strategic Human Resources Management: A Review of the Literature and a Proposed Typology , 1988 .

[13]  P. Wright,et al.  Theoretical Perspectives for Strategic Human Resource Management , 1992 .

[14]  Abagail McWilliams,et al.  Human resources and sustained competitive advantage: a resource-based perspective , 1994 .

[15]  J. Barney.  Looking inside for competitive advantage , 1995 .

[16]  Ken Kamoche,et al.  Strategic human resource management within a resource-capability view of the firm , 1996 .

[17]  Naresh Khatri,et al.  Managing human resource for competitive advantage: a study of companies in Singapore , 2000 .

[18]  J. Pfeffer.  Competitive Advantage Through People , 1994 .

[19]  Randall S. Schuler,et al.  Gaining competitive advantage through human resource management practices , 1984 .

[20]  J. R. Moore,et al.  The theory of the growth of the firm twenty-five years after , 1960 .

[21]  Augustine A. Lado,et al.  Human Resource Systems and Sustained Competitive Advantage: A Competency-Based Perspective , 1994 .

[22]  Erik Jansen,et al.  Ethical Ambivalence and Organizational Reward Systems , 1985 .

[23]  P. Schoemaker,et al.  Strategic assets and organizational rent , 1993 .

[24]  B. Gerhart,et al.  The Impact of Human Resource Management on Organizational Performance: Progress and Prospects , 1996 .

[25]  R. Coff.  When Competitive Advantage Doesn't Lead to Performance: The Resource-Based View and Stakeholder Bargaining Power , 1999 .

[26]  R. Coff.  Human Assets and Management Dilemmas: Coping With Hazards On the Road to Resource-Based Theory , 1997 .

[27]  L. Dyer,et al.  Human resource strategies and firm performance: what do we know and where do we need to go? , 1995 .

[28]  Mark A. Huselid,et al.  Technical and Strategic Human Resource Management Effectiveness as Determinants of Firm Performance , 1997 .

[29]  Kevin R. Murphy,et al.  Performance appraisal: An organizational perspective. , 1991 .

[30]  David P. Lepak,et al.  Human Resource Management, Manufacturing Strategy, and Firm Performance , 1996 .

[31]  John Paul Macduffie.  Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry , 1995 .

[32]  A. Pavlovskaya,et al.  The effect of human resource management practices on firm performance in Russia , 2000 .

[33]  Mark A. Huselid,et al.  The Impact of Human Resource Management Practices on Perceptions of Organizational Performance , 1996 .

[34]  Rita Gunther McGrath,et al.  IMPROVING LABOR PRODUCTIVITY: HUMAN RESOURCE MANAGEMENT POLICIES DO MATTER , 1996 .

[35]  Barry R. Nathan,et al.  Hiring for the organization, not the job , 1991 .

[36]  Mark A. Huselid.  The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance , 1995 .

[37]  Patrick M. Wright,et al.  The role of human resource practices in petro-chemical refinery performance , 1999 .

[38]  David J. Collis,et al.  Research Note: How Valuable are Organizational Capabilities? , 1994 .

[39]  John P. Wanous,et al.  Organizational Entry: Recruitment, Selection, Orientation, and Socialization of Newcomers , 1991 .

[40]  J. Storey,et al.  STRATEGIC HUMAN RESOURCE MANAGEMENT , 2016 .

[41]  Gary Hamel,et al.  El propósito estratégico , 1990 .

[42]  D. Guest.  Human resource management and performance: a review and research agenda , 1997 .

[43]  J. Barney.  Firm Resources and Sustained Competitive Advantage , 1991 .

[44]  R. V. Cabrera,et al.  La gestión de los recursos humanos , 1999 .

[45]  John E. Delery,et al.  Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions , 1996 .

[46]  R. Reed,et al.  Causal Ambiguity, Barriers to Imitation, and Sustainable Competitive Advantage , 1990 .

[47]  Mary Anne Devanna,et al.  Strategic Human Resource Management , 1984 .

[48]  Chris Argyris,et al.  The Individual and Organization: Some Problems of Mutual Adjustment , 1993 .