Fundamentals of HRM

Neil Anderson is Professor of Human Resource Management and Director of Research of the HRM-OB research centre (WORC) at Brunel University. Having obtained his PhD in Industrial/Organizational Psychology from Aston University in 1989, Professor Anderson has previously held chairs at the University of London (Goldsmiths College) and the University of Amsterdam (The Netherlands). He has published in several areas spanning HRM and organizational psychology over a number of years, and is now one of the top-five most cited Industrial-Organizational psychologists in Europe. Professor Anderson is Fellow of the British Psychological Society, a Chartered Occupational Psychologist, and Fellow of both the American Psychological Association and Division 14 of the APA (the Society for Industrial-Organizational Psychology)

• Volume OneHRM Defined and in Organizational ContextPART ONE: THE HISTORY AND UTILITY OF HRMGaining a Competitive Advantage through Human Resource Management Practices - R S Schuler and I C MacMillanHuman Resource Management and Industrial Relations - D GuestOrganizational Capability as Competitive Advantage - D UlrichHuman Resource Professionals as Strategic PartnersThe Impact of Human Resource Management Practices on Turnover, Productivity and Corporate Financial Performance - M A HuselidUnderstanding Human Resource Management in the Context of Organizations and Their Environments - S E Jackson and R S SchulerPART TWO: PERSPECTIVES AND THEORETICAL APPROACHESThe People Make the Place - B SchneiderTheoretical Perspectives for Strategic Human Resource Management - P M Wright and G C McMahanHuman Resource Management and Performance - D GuestA Review and ResearchReview Article - T KeenoyHRMism and the Languages of Re-PresentationInstitutional and Rational Determinants of Organizational Practice - P Gooderham, O Nordhaug and K RingdalHuman Resource Management in European FirmsUnderstanding HRM-Firm Performance Linkages - D E Bowen and C OstroffThe Role of the ′Strength′ of the HRM SystemA Critical Assessment of the High Performance Paradigm - J GodardEuropean Human Resource Management - W Mayrhofer and C BrewsterResearching Developments over TimePART THREE: INTERNATIONAL HRMHuman Resource Management and the American Dream - D GuestStrategic Human Resource Management - R S SchulerLinking the People with the Strategic Needs of the BusinessAn Integrative Framework of Strategic International Human Resource Management - R S Schuler, P J Dowling and H De CieriTowards a New Model of Globalizing HRM - C Brewster, P Sparrow and H HarrisA Quarter-Century Review of Human Resource Management in the US - R S Schuler and S E JacksonThe Growth in Importance of the International PerspectiveVolume TwoHRM Practices and Procedures IPART ONE: SELECTION AND SOCIALIZATION OF EMPLOYEESConstructs and Assessment Center Dimensions - P R Sackett and G F DreherSome Troubling Empirical FindingsThe Big Five Personality Dimensions and Job Performance - M R Barrick and M K MountA Meta-AnalysisOrganizational Socialization as a Learning Process - C Ostroff and S W J KozlowskiThe Role of Information AcquisitionThe Validity and Utility of Selection Methods in Personnel Psychology - F L Schmidt and J E HunterPractical and Theoretical Implications of 85 Years of Research FindingsPART TWO: PERFORMANCE MEASUREMENT AND MANAGEMENTThe Relationship of Performance Appraisal System Characteristics to Verdicts in Selected Employment Discrimination Cases - H S Feild and W H HolleyA Cognitive View of the Performance Appraisal Process - A S DeNisi, T P Cafferty and B M MeglinoModel and Research PropositionsOutcome Expectancies of People Who Conduct Performance Appraisals - N Napier and G P LathamExpanding the Criterion Domain to Include Elements of Contextual Performance - W C Borman and S J MotowildoPerformance Management - D N Den Hartog, J P Boselie and J PaauweA Model and Research AgendaA New Model of Work Role Performance - M A Griffin, A Neal and S K ParkerPositive Behavior in Uncertain and Interdependent ContextsPART THREE: COMPENSATION AND PAYMENT SYSTEMSEffects of Compensation Strategy on Job Pay Decisions - C L Weber and S L RynesGeneralizability Analysis of a Point Method Job Evaluation System - S L Fraser, S F Cronshaw and R A AlexanderA Field StudyProductivity and Extra-Role Behavior - P M Wright et alThe Effects of Goals and Incentives on Spontaneous HelpingPART FOUR: HUMAN RESOURCES DEVELOPMENTEvaluating Training Programs - D L KirkpatrickEvidence versus ProofThe Effects of Psychologically Based Intervention Programs on Worker Productivity - R A Guzzo, R D Jette and R A KatzellA Meta-AnalysisIndividual Differences in Skill Learning - P L AckermanAn Integration of Psychometric and Information Processing PerspectivesThat′s Not My Job - S K Parker, T D Wall and P R JacksonDeveloping Flexible Employee Work OrientationsVolume ThreeHRM Practices and Procedures IIPART ONE: TEAMWORKING AND WORK GROUPSThe Dynamics of Interdependence in Organizations - D TijosvoldTime and Transition in Work Teams - C J G GersickToward a New Model of Group DevelopmentWork Groups and Teams in Organizations - S W J Kozlowski and B S BellWork Group Diversity and Group Performance - D van Knippenberg, C K W De Dreu and A C HomanAn Integrative Model and Research AgendaPART TWO: LEADERSHIP AND COMMUNICATIONDoes the Transactional-Transformational Leadership Paradigm Transcend Organizational and National Boundaries? - B M BassCulture-Specific and Cross-Culturally Generalizable Implicit Leadership Theories - D N Den Hartog et alAre Attributes of Charismatic/Transformational Leadership Universally Endorsed?A Meta-Analysis of the Relationship between Personality Traits and Leadership Perceptions - R G Lord, C L De Vader and G M AllingerAn Application of Validity Generalization ProceduresPART THREE: INNOVATION AND CREATIVITYThe Social Psychology of Creativity - T M AmabileA Componential ConceptualizationPersonal Initiative at Work - M Frese et alDifferences between East and West GermanyMeasuring Climate for Work Group Innovation - N R Anderson and M A WestDevelopment and Validation of the Team Climate InventoryPART FOUR: ORGANIZATION CULTURE, CLIMATE AND PERFORMANCEA Work-Values Approach to Corporate Culture - B M Meglino, E C Ravlin and C L AdkinsA Field Test of the Value Congruence Process and Its Relationship to Individual OutcomesViolating the Psychological Contract - S L Robinson and D M RousseauNot the Exception but the NorImages of a Culture in Transition - J Langan-Fox and P TanPersonal Constructs of Organizational Stability and ChangeClimate Strength - B Schneider, A N Salvaggio and M SubiratsA New Direction for Climate ResearchPART FIVE: STRESS, BURNOUT AND ORGANIZATION HEALTHJob Demands, Job Decision Latitude and Mental Strain - R KarasekThe Measurement of Experienced Burnout - C Maslach and S E JacksonThe Relationship between Coping and Emotion - S Folkman and R S LazarusImplications for Theory and ResearchThe Person-Environment Fit Approach to Stress - J R Edwards and C L CooperFeeling Good-Doing Good - J M George and A P BriefA Conceptual Analysis of Mood at Work-Organizational Spontaneity RelationshipPredicting Employee Life Satisfaction - P M HartA Coherent Model of Personality, Work and Non-Work Experiences and Domain SatisfactionsVolume FourKey Debates and the Future of HRM GloballyPART ONE: THE UTILITY OF HRM REVISITED: ALTERNATIVE PERSPECTIVESWhither Industrial and Organizational Psychology in a Changing World of Work? - W F CascioThe Impact of Human Resource Management on Organizational Performance - B Becker and B GerhartProgress and ProspectsBest Practice and Best Fit - J PurcellChimera or Cul-de-SacThe Link between the Management of Employees and Patient Mortality in Acute Hospitals - M A West et alThe Romance of Human Resource Management and Business Performance, and the Case for Big Science - T D Wall and S J WoodPART TWO: HRM AND ORGANIZATION STRATEGYLinking Competitive Strategies with Human Resource Management Practices - R S Schuler and S E JacksonSocial Identity Theory and the Organization - B E Ashforth and F MaelModes of Theorizing in Strategic Human Resource Management - J Delery and H DotyTests of Universalistic, Contingency and Configurational Performance PredictionsIssues of Fit in Strategic Human Resource Management - J E DeleryImplications for ResearchHuman Resources and the Resource-Based View of the Firm - P M Wright, B B Dunford and S A SnellStrategists and Strategy-Making - T J WatsonStrategic Exchange and the Shaping of Individual Lives and Organizational FuturesPART THREE: THE DEMISE OF PERSONNEL MANAGEMENT AND THE FUTURE OF HRMFrom Control to Commitment in the Workplace - R E Walton′Best Practice′ Human Resource Management - M Marchington and I GrugulisPerfect Opportunity or Dangerous Illusion?The Changing Role of the Corporate HR Function in Global Organizations of the Twenty-First Century - M M Novicevic and M HarveyHuman Resource Practices, Organizational Climate and Customer Satisfaction - K L Rogg et alNew HR Metrics - R W Beatty, M A Huselid and C E SchneierScoring on the Business Scorecard