The relationship between HRM avenues of political influence and perceived organizational performance
基于441名澳大利亚高级HRM经理的调查，研究HRM部门通过政治影响渠道（如董事会代表）对组织绩效的影响，发现CEO和组织支持是关键因素，而董事会代表仅具象征意义。
Abstract This article explores the relationship between the human resource management function's access to avenues of political influence and perceived organizational performance. We examine responses from 441 Australian senior HRM managers who participated in an online survey of a national HRM professional association. Drawing from political influence theory, we develop a model and related hypotheses to investigate the impact of opportunities for the HRM function to manage and control the shared meaning of HRM on perceived organizational performance. Although there was no evidence of a moderating effect of avenues of HRM political influence, CEO support and organizational support for HRM predicted perceived organizational performance. HRM representation on the board of directors appears to serve a symbolic function only. Theoretical and practical implications are discussed in response to the identified importance of CEO and organizational support. © 2007 Wiley Periodicals, Inc.