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/lp/wiley/best-practice-and-best-fit-chimera-or-cul-de-sac-PasTaLJC4z
- Publisher
- Wiley
- Copyright
- Copyright © 1999 Wiley Subscription Services, Inc., A Wiley Company
- ISSN
- 0954-5395
- eISSN
- 1748-8583
- DOI
- 10.1111/j.1748-8583.1999.tb00201.x
- Publisher site
- See Article on Publisher Site
Abstract
here is an emerging body of empirical evidence on both sides of the Atlantic which appears to point decisively in the direction of a model of best practice in human resource management . This has led to extravagant claims on the universal applicability of the best practice model, implying one recipe for successful HR activity. For example: The implication of this research is that high commitment management [HCM] is universally applicable. Wood, 1995: 57 All else being equal, the use of high performance work practices [the American term for HCM] and good internal ® t should lead to positive outcomes for all types of ® rms. Huselid, 1995: 644 As a test of various theories of HRM, the regression analysis, identifying as it does, internal as opposed to external or technological factors as the main predictors of the level of HCM (high commitment management) supports the universalism of Walton rather than the contingent argument of the matching theorists. Wood and Albanese, 1995a: 242 Recently authors have been more careful in their claims of universal applicability, but pressure to show that good practice in HRM has bottom line bene® ts has led to the optimistic reporting of research data
Journal
Human Resource Management Journal – Wiley
Published: Jul 1, 1999
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