Managing people in organizations: Integrating the study of HRM and leadership

By H. Leroy, Jesse Segers, Dirk van Dierendonck, Deanne N. den Hartog. Human Resource Management Review, 2018

213 citations recorded by the source corpus.

The studies of Leadership and HR-Management share a common goal: Developing a better understanding of how to effectively manage people in organizations. Despite this shared goal, these fields of research remain largely independent, with few studies considering how HRM and Leadership co-determine employee motivation and performance. This state of the literature is deplorable as Leadership and HRM have the potential to counterbalance each other; in theory as well as in research design. In this overview article to this special issue, we first highlight similarities and differences in approaches to people management by mapping key approaches to Leadership and HRM on a value framework. Next, we integrate theory on person-environment fit and strategic HR alignment to map seven possible ways in which Leadership and HRM may interact: Independent, Enactment, Supplementary Fit, Synergistic Fit, Complementary Fit, Perceptual Filter, and Dynamic Fit. We discuss the implications of this theoretical framework for future research that studies the intersection of Leadership and HRM.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/f03ab69f2eddfd4fb7255639afeda25aa5420367

How researchers see this paper

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

In Organizational Behavior and Human Resource Management

1. S. Hauff
2. Katharina Klug
3. Joerg Felfe

In Social Psychology

1. S. Hauff
2. Katharina Klug
3. Joerg Felfe

Citations in the corpus

• High-performance work practices, employee well-being, and supportive leadership: spillover mechanisms and boundary conditions between HRM and leadership behavior (2020, background): “Following Leroy et al. (2018), there are different ways in which HRM and leadership can interact with each other.1 In the supplementary fit perspective, HRM and leadership behaviors must be aligned in order to achieve high effectiveness.”
• Do green human resource management and self-efficacy facilitate green creativity? A study of luxury hotels and resorts (2021, unknown): “These firms now realize that HR must expand its scope and transform itself to meet future environmental challenges, especially as HR requires leaders to transmit GHRM policies and procedures to employees (Leroy et al., 2018).”