JOHN E. DELERY & D. HAROLD DOTY MODES OF THEORIZING IN STRATEGIC HUMAN RESOURCE MANAGEMENT: TESTS OF UNIVERSALISTIC, CONTINGENCY, AND CONFIGURATIONAL PERFORMANCE PREDICTIONS JOHN E. DELERY & D. HAROLD DOTY

Three perspectives of SHRM Studies Universalistic Perspective Strategic HR practices Best practices of HRM Universalistic predictions, generally supported Hypothesis 1: There will be a positive relationship between financial performance and (a) the use of internal career ladders, (b) formal training systems, (c) results-oriented appraisal, (d) performance-based compensation, (e) employment security, (f) employee voice, and (g) broadly defined jobs Empirically supported? (Yes)

Contingency Perspective A strategic contingency Contingency predictions Hypothesis 2: The relationship between human resource practices and financial performance will be contingent on an organization's strategy Empirically supported? (not really)

Configurational Perspective The Arguments Configurational Perspective draw on the holistic view of analyzing HR systems Multiple unique configurations of the relevant factors can result in maximal performance Employment systems Table 1 Strategic configurations Alignment of employment systems and strategic configurations Configurational predictions The three different configurational arguments relating the employment systems to organizational performance

Hypothesis 3: The greater the similarity to the ideal-type employment system that is most similar to an organization's employment system, the higher the financial performance Empirically supported? (not really) Hypothesis 4: An employment system's similarity to the one ideal-type employment system that is appropriate for an organization's strategy will be positively related to financial performance Hypothesis 5: An employment system's similarity to the one hybrid employment system that is appropriate for an organization's strategy will be positively related to financial performance Market-Type employment system are superior compared to other two systems

Conclusions and discussions Which perspectives of SHRM you like or believe in? Why? How can a company construct a good HR system for their company?