Reflections on the 2014 Decade Award: Is There Strength in the Construct of HR System Strength?

By Cheri Ostroff, D. Bowen. 2016

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High-performance work system and employee creativity: The roles of perceived organisational support and devolved management (2017, background): “…in the field of HPWS-performance research is the focus on how and why HPWS influences employee attitudes and behaviour, rather than simply documenting this direct relationship (e.g. Messersmith et al., 2011; Paauwe et al., 2013; Shen et al., 2014; see also Ostroff and Bowen, 2016 for a review).”
HRM and Performance – The Role of Talent Management as a Transmission Mechanism in an Emerging Market Context (2018, neutral): “…suitable climate (Lepak et al., 2006, Heffernan et al., 2016, Lin et al., 2016), the development of similar cognitive maps (Bowen and Ostroff, 2004, Ostroff and Bowen, 2016), the level of human capital (Snell and Dean, 1992, McMahan et al., 1999), employee attitudes and behaviours (Takeuchi et…”
Performance management and teacher performance: the role of affective organizational commitment and exhaustion (2020, methodology): “This scale is based on Bowen and Ostroff (2004) conceptualization of HRM system strength as a higher-level construct, entailing experiences of distinctiveness, consistency and consensus and gained robust empirical support (Ostroff & Bowen, 2016).”