Do Organizational Climate and Competitive Strategy Moderate the Relationship Between Human Resource Management and Productivity?
研究检验了组织氛围和竞争战略如何影响人力资源管理实践与生产率之间的关系，发现资源分配理论得到支持，即组织氛围差的企业中HRM对生产率的影响更强。
This study examined whether the effectiveness of human resource management (HRM) practices is contingent on organizational climate and competitive strategy. The concepts of internal and external fit suggest that the positive relationship between HRM and subsequent productivity will be stronger for firms with a positive organizational climate and for firms using differentiation strategies. Resource allocation theories of motivation, on the other hand, predict that the relationship between HRM and productivity will be stronger for firms with a poor climate because employees working in these firms should have the greatest amount of spare capacity. The results supported the resource allocation argument.