HRM system situational strength in support of strategy: its effects on employee attitudes and business unit performance

Strong HRM systems, characterized by HRM processes that send clear and consistent messages to employees about what their employer values, expects and rewards, should be associated with a range of valued individual and organizational outcomes. Nonetheless, there are few empirical studies of the anticipated ties, especially at a unit-level of analysis. This study uses situational strength theory to test Bowen and Ostroff′s proposition that HRM …