Strategic human resource management: integrating the universalistic, contingent, configurational and contextual perspectives

327 citations recorded by the source corpus.

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

Positive employee attitudes: How much human resource management do you need? (2013, background): “In the (strategic) HRM literature, ‘universalist’ and ‘best fit’ concepts are often equated (e.g. Martín-Alcázar et al., 2005; Youndt et al., 1996).”
An evidence-based review of e-HRM and strategic human resource management (2013, unknown): “Synthesizing multiple strategic HRM models including the universalistic [31], contingent [36] [37] [49] configurational [18] [49] and contextual [25] perspectives, Martin-Alcazar, Romero-Fernandez and Sanchez-Gardy [25] define strategic HRM as " the integrated set of practices, policies and strategi”
Strategic human resource management: The evolution of the field (2009, background): “Finally, Martín-Alcázar, Romero-Fernández, and Sánchez-Gardey (2005) attempted to make sense of the multiple perspectives on SHRM.”
Partial least squares structural equation modeling in HRM research (2020, methodology): “While much research in this area employs qualitative methods, there have been calls to use more advanced quantitative techniques when studying contextual effects (Martín-Alcázar et al., 2005).”