Academy of Management Annual Meeting Proceedings: Doing well by doing good vol:epub
Academy of Management Meeting location:Philadelphia (U.S.A.) date:August, 3-8, 2007
The purpose of this study is to develop an instrument for a process-oriented assessment of the HR function, an underdeveloped approach as compared to content-oriented assessments. Relying on conceptual work in HRM and marketing, we identify thirteen constructs capturing process characteristics of the HRM system (i.e. the whole of HR staff and HR practices). Next, we develop items to measure each of these constructs. Based on a sample of 111 line managers of a consulting firm we subsequently develop and validate scales. More specifically, we test reliability and several types of validity. The resulting instrument builds on ten constructs, i.e. visibility, legitimacy, relevance, instrumentality, consistency of HRM messages, agreement, distributive justice, procedural justice, reliability and empathy. To test criterion-related validity, we link the different constructs with the effectiveness of the HR function – as perceived by line managers – in the roles of strategic partner, change agent, administrative expert and employee champion. The results indicate the significance of process characteristics in determining the perceived effectiveness of the HR function in different roles. Yet, the importance of a specific process feature depends on the role under consideration. We end with a discussion on methodological limitations of the measurement instrument and suggestions for the application of the instrument in future research and practice.