Access the full text.
Sign up today, get DeepDyve free for 14 days.
C. Prahalad, G. Hamel (1990)
The core competence of the corporation’, Harvard Business Review, Vol. pp. ., 68
C. Hsiao, G. Taylor (1991)
Some remarks on measurement errors and the identification of panel data modelsStatistica Neerlandica, 45
J. Heckman (1979)
Sample selection bias as a specification errorApplied Econometrics, 31
J. Arthur (1992)
The Link between Business Strategy and Industrial Relations Systems in American Steel MinimillsIndustrial & Labor Relations Review, 45
Paul Milgrom, John Roberts (1995)
Complementarities and fit strategy, structure, and organizational change in manufacturingJournal of Accounting and Economics, 19
(1989)
“ Unions , Human Resource Innovations , and Organizational Outcomes . ” Advances in Industrial and Labor Relations .
F. Schmidt, J. Hunter (1996)
Measurement Error in Psychological Research: Lessons From 26 Research ScenariosPsychological Methods, 1
M. Hirschey, D. Wichern (1984)
Accounting and Market-Value Measures of Profitability: Consistency, Determinants, and UsesJournal of Business & Economic Statistics, 2
Casey Ichniowski (1990)
Human Resource Management Systems and the Performance of U.S. Manufacturing BusinessesLabor eJournal
L. Baird, I. Meshoulam (1988)
Managing Two Fits of Strategic Human Resource ManagementAcademy of Management Review, 13
C. Hsiao (1989)
Analysis of Panel Data
G. Stalk, P. Evans, L. Shulman (1992)
Competing on capabilities: the new rules of corporate strategy.Harvard business review, 70 2
Gary Solon, Cheng Hsiao (1987)
Analysis of Panel Data.Journal of the American Statistical Association, 82
Mark Huselid (1995)
The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial PerformanceERN: Other Organizations & Markets: Policies & Processes (Topic)
J. Hausman (1978)
Specification tests in econometricsApplied Econometrics, 38
(1991)
Labor Unions and the Economic Performance of Firms
G. Duncan, D. Hill (1985)
An Investigation of the Extent and Consequences of Measurement Error in Labor-Economic Survey DataJournal of Labor Economics, 3
C. Prahalad, G. Hamel (1990)
The Core Competence of the CorporationHarvard Business Review, 68
Raymond Russell, D. Levine (1995)
Reinventing the Workplace: How Business and Employees Can Both Win
William Cooke (1992)
Product Quality Improvement through Employee Participation: The Effects of Unionization and Joint Union-Management AdministrationIndustrial & Labor Relations Review, 46
Eaton Eaton (1994)
“Factors Contributing to the Survival of Employee Participation Programs in Unionized Settings.”Industrial and Labor Relations Review, 48
Z. Griliches, J. Hausman (1984)
Errors in Variables in Panel DataEconometrics: Econometric & Statistical Methods - Special Topics eJournal
William Brainard, J. Shoven, Laurence Weiss (1980)
The Financial Valuation of the Return to Capital, 11
J. Pfeffer (1994)
Competitive Advantage Through People
B. Brown, S. Perry (1994)
REMOVING THE FINANCIAL PERFORMANCE HALO FROM FORTUNE'S "MOST ADMIRED" COMPANIESAcademy of Management Journal, 37
John Barron, M. Berger, D. Black (1997)
How Well Do We Measure Training?Journal of Labor Economics, 15
John Macduffie (1995)
Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto IndustryIndustrial & Labor Relations Review, 48
A. Eaton (1994)
The Survival of Employee Participation Programs in Unionized SettingsIndustrial & Labor Relations Review, 47
Because companies differ in factors such as management ability that may lead to both high performance work systems and enhanced firm performance, conventional estimates of the effects of human resource (HR) management practices on firm performance may be biased upward. Alternatively, if HR management practices are measured with error, estimates of their effects on firm performance may be biased downward. We find that although longitudinal estimates that avoid the first source of bias are substantially smaller than cross‐sectional estimates, the former are strongly influenced by errors in measuring HR management practices. Based on independent estimates of the measurement error, we calculate a range of estimates that correct for both biases. We estimate that a one standard deviation increase in our measure of high performance work systems raises the market value of the corporation by approximately $15,000 per employee.
Industrial Relations – Wiley
Published: Jul 1, 1996
Read and print from thousands of top scholarly journals.
Already have an account? Log in
Bookmark this article. You can see your Bookmarks on your DeepDyve Library.
To save an article, log in first, or sign up for a DeepDyve account if you don’t already have one.
Copy and paste the desired citation format or use the link below to download a file formatted for EndNote
Access the full text.
Sign up today, get DeepDyve free for 14 days.
All DeepDyve websites use cookies to improve your online experience. They were placed on your computer when you launched this website. You can change your cookie settings through your browser.