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Introduction

Celebrating and advancing the scholarship of David P. Lepak (1971–2017): special issue introduction

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Pages 225-240 | Received 11 Nov 2020, Accepted 17 Jan 2021, Published online: 17 Feb 2021

References (*represents work Dave was involved in)

  • *Barnes, C. M., Jiang, K., & Lepak, D. P. (2016). Sabotaging the benefits of our own human capital: Work unit characteristics and sleep. The Journal of Applied Psychology, 101(2), 209–221. https://doi.org/10.1037/apl0000042
  • Birdi, K., Clegg, C., Patterson, M., Robinson, A., Stride, C. B., Wall, T. D., & Wood, S. J. (2008). The impact of human resource and operational management practices on company productivity: A longitudinal study. Personnel Psychology, 61(3), 467–501. https://doi.org/10.1111/j.1744-6570.2008.00136.x
  • Bliese, P. D., Schepker, D. J., Essman, S. M., & Ployhart, R. E. (2020). Bridging methodological divides between macro-and microresearch: Endogeneity and methods for panel data. Journal of Management, 46(1), 70–99. https://doi.org/10.1177/0149206319868016
  • *Boon, C., Eckardt, R., Lepak, D. P., & Boselie, P. (2018). Integrating strategic human capital and strategic human resource management. The International Journal of Human Resource Management, 29(1), 34–67. https://doi.org/10.1080/09585192.2017.1380063
  • *Boon, C., Den Hartog, D. N., & Lepak, D. P. (2019). A systematic review of human resource management systems and their measurement. Journal of Management, 45(6), 2498–2537. https://doi.org/10.1177/0149206318818718
  • Boon, C., Paauwe, J., Boselie, P., & Den Hartog, D. (2009). Institutional pressures and HRM: Developing institutional fit. Personnel Review, 38(5), 492–508. https://doi.org/10.1108/00483480910978018
  • Chadwick, C., Way, S. A., Kerr, G., & Thacker, J. W. (2013). Boundary conditions of the high‐investment human resource systems‐small‐firm labor productivity relationship. Personnel Psychology, 66(2), 311–343. https://doi.org/10.1111/peps.12015
  • Chang, S., Jia, L., Takeuchi, R., & Cai, Y. (2014). Do high-commitment work systems affect creativity? A multilevel combinational approach to employee creativity . The Journal of Applied Psychology, 99(4), 665–680. https://doi.org/10.1037/a0035679
  • Collins, C. J. (2021). Expanding the resource based view model of strategic human resource management. The International Journal of Human Resource Management.
  • Datta, D. K., Guthrie, J. P., & Wright, P. M. (2005). Human resource management and labor productivity: Does industry matter?Academy of Management Journal, 48(1), 135–145. https://doi.org/10.5465/amj.2005.15993158
  • Delery, J. E., & Roumpi, D. (2017). Strategic human resource management, human capital and competitive advantage: Is the field going in circles?Human Resource Management Journal, 27(1), 1–21. https://doi.org/10.1111/1748-8583.12137
  • Eckardt, R., & Jiang, K. (2019). Human capital resource emergence: Theoretical and methodological clarifications and a path forward. In A. J. Nyberg & T. P. Moliterno (Eds.), Handbook of research on strategic human capital resources (pp. 2–12). Edward Elgar Publishing. https://doi.org/10.4337/9781788116695.00006
  • *Eckardt, R., Skaggs, B. C., & Lepak, D. P. (2018). An examination of the firm-level performance impact of cluster hiring in knowledge-intensive firms. Academy of Management Journal, 61(3), 919–944. https://doi.org/10.5465/amj.2016.0601
  • Eckardt, R., Crocker, A., & Tsai, C. Y. (2021). Clarifying and empirically assessing the concept of human capital resource emergence. The International Journal of Human Resource Management.
  • Garg, S., Jiang, K., & Lepak, D. P. (2021). HR practice salience: explaining variance in employee reactions to HR practices. The International Journal of Human Resource Management.
  • Guest, D. E. (2017). Human resource management and employee well‐being: Towards a new analytic framework. Human Resource Management Journal, 27(1), 22–38. https://doi.org/10.1111/1748-8583.12139
  • Guest, D. E., Michie, J., Conway, N., & Sheehan, M. (2003). Human resource management and corporate performance in the UK. British Journal of Industrial Relations, 41(2), 291–314. https://doi.org/10.1111/1467-8543.00273
  • *Han, J. H., Kang, S., Oh, I. S., Kehoe, R. R., & Lepak, D. P. (2019). The goldilocks effect of strategic human resource management? Optimizing the benefits of a high-performance work system through the dual alignment of vertical and horizontal fit. Academy of Management Journal, 62(5), 1388–1412. https://doi.org/10.5465/amj.2016.1187
  • Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. Academy of Management Annals, 8(1), 1–56. https://doi.org/10.5465/19416520.2014.872335
  • Jiang, K., Chuang, C. H., & Chiao, Y. C. (2015). Developing collective customer knowledge and service climate: The interaction between service-oriented high-performance work systems and service leadership. The Journal of Applied Psychology, 100(4), 1089–1106. https://doi.org/10.1037/apl0000005
  • *Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of Management Journal, 55(6), 1264–1294. https://doi.org/10.5465/amj.2011.0088
  • *Jiang, K., Lepak, D. P., Han, K., Hong, Y., Kim, A., & Winkler, A. L. (2012). Clarifying the construct of human resource systems: Relating human resource management to employee performance. Human Resource Management Review, 22(2), 73–85. https://doi.org/10.1016/j.hrmr.2011.11.005
  • Jiang, K., & Messersmith, J. (2018). On the shoulders of giants: A meta-review of strategic human resource management. The International Journal of Human Resource Management, 29(1), 6–33. https://doi.org/10.1080/09585192.2017.1384930
  • Jiang, K., Takeuchi, R., & Jia, Y. (in press). Taking peers into account: Adoption and effects of high-investment human resource systems. Journal of Applied Psychology. https://doi.org/10.1037/apl0000836
  • *Jiang, K., Takeuchi, R., & Lepak, D. P. (2013). Where do we go from here? New perspectives on the black boxes in strategic human resource management research. Journal of Management Studies, 50(8), 1448–1480. https://doi-org.libproxy.utdallas.edu/10.1111/joms.12057https://doi.org/10.1111/joms.12057
  • *Jiang, Y., Colakoglu, S., Lepak, D. P., Blasi, J. R., & Kruse, D. L. (2015). Involvement work systems and operational effectiveness: Exploring the moderating effect of national power distance. Journal of International Business Studies, 46(3), 332–354. https://doi.org/10.1057/jibs.2014.61
  • Kaufman, B. E. (2020). The real problem: The deadly combination of psychologisation, scientism, and normative promotionalism takes strategic human resource management down a 30‐year dead end. Human Resource Management Journal, 30(1), 49–72.
  • Kehoe, R. R., & Han, J. H. (2020). An expanded conceptualization of line managers’ involvement in human resource management. The Journal of Applied Psychology, 105(2), 111–129. https://doi.org/10.1037/apl0000426
  • *Kehoe, R. R., Lepak, D. P., & Bentley, F. S. (2018). Let’s call a star a star: Task performance, external status, and exceptional contributors in organizations. Journal of Management, 44(5), 1848–1872. https://doi.org/10.1177/0149206316628644
  • Kim, Y., & Ployhart, R. E. (2014). The effects of staffing and training on firm productivity and profit growth before, during, and after the Great Recession. The Journal of Applied Psychology, 99(3), 361–389. https://doi.org/10.1037/a0035408
  • *Lepak, D., & Boswell, W. R. (2012). Strategic human resource management and employee-organization relationship. In L. M. Shore, J. A-M. Coyle-Shapiro, & L. E. Tetrick (Eds.), The employee-organization relationship: Applications for the 21st century (pp. 455–483). Routledge.
  • *Lepak, D. P., Jiang, K., Kehoe, R., & Bentley, S. (2018). Strategic human resource management and organizational performance. In O. Anderson & S. Viswesvaran (Eds.), Handbook of industrial, work and organizational psychology (2nd ed., Vol. 3, pp. 255–274). Sage.
  • *Lepak, D., Jiang, K., & Ployhart, R. E. (2017). HR strategy, structure and architecture. In P. Sparrow & C. L. Cooper (Eds.), A research agenda for human resource management (pp. 23–38). Edward Elgar Publishing. https://doi.org/10.4337/9781785362965.00007
  • *Lepak, D. P., Liao, H., Chung, Y., & Harden, E. E. (2006). A conceptual review of human resource management systems in strategic human resource management research. In J. J. Martocchio (Ed.), Research in personnel and human resources management (Vol. 25, pp. 217–271). Emerald Group Publishing. https://doi.org/10.1016/S0742-7301(06)25006-0
  • *Lepak, D. P., Smith, K. G., & Taylor, M. S. (2007). Value creation and value capture: A multilevel perspective. Academy of Management Review, 32(1), 180–194. https://doi.org/10.5465/amr.2007.23464011
  • *Lepak, D. P., & Snell, S. A. (1999). The human resource architecture: Toward a theory of human capital allocation and development. Academy of Management Review, 24(1), 31–48. https://doi.org/10.5465/amr.1999.1580439
  • *Lepak, D. P., & Snell, S. A. (2002). Examining the human resource architecture: The relationships among human capital, employment, and human resource configurations. Journal of Management, 28(4), 517–543. https://doi.org/10.1177/014920630202800403
  • *Lepak, D. P., Takeuchi, R., & Snell, S. A. (2003). Employment flexibility and firm performance: Examining the interaction effects of employment mode, environmental dynamism, and technological intensity. Journal of Management, 29(5), 681–703. https://doi.org/10.1016/S0149-2063_03_00031-X
  • *Liao, H., Toya, K., Lepak, D. P., & Hong, Y. (2009). Do they see eye to eye? Management and employee perspectives of high-performance work systems and influence processes on service quality. The Journal of Applied Psychology, 94(2), 371–391. https://doi.org/10.1037/a0013504
  • Luo, B. N., Sun, T., Lin, C. H., Luo, D., Qin, G., & Pan, J. (2021). The human resource architecture model: A twenty-year review and future research directions. The International Journal of Human Resource Management.
  • Liu, D., Gong, Y., Zhou, J., & Huang, J. C. (2017). Human resource systems, employee creativity, and firm innovation: The moderating role of firm ownership. Academy of Management Journal, 60(3), 1164–1188. https://doi.org/10.5465/amj.2015.0230
  • Ma, Z., Gong, Y., Long, L., & Zhang, Y. (2021). Team-level high-performance work systems, self-efficacy and creativity: differential moderating roles of person–job fit and goal difficulty. The International Journal of Human Resource Management.
  • *Messersmith, J. G., Patel, P. C., Lepak, D. P., & Gould-Williams, J. S. (2011). Unlocking the black box: Exploring the link between high-performance work systems and performance. The Journal of Applied Psychology, 96(6), 1105–1118. https://doi.org/10.1037/a0024710
  • Meijerink, J. G., Beijer, S. E., & Bos-Nehles, A. C. (2021). A meta-analysis of mediating mechanisms between employee reports of human resource management and employee performance: different pathways for descriptive and evaluative reports?. The International Journal of Human Resource Management
  • Moliterno, T. P., & Nyberg, A. J. (2019). Strategic human capital resources: A brief history, construct definition, and introduction to the Handbook of Research on Strategic Human Capital Resources. In A. J. Nyberg & T. P. Moliterno (Eds.), Handbook of research on strategic human capital resources (pp. 2–12). Edward Elgar Publishing. https://doi.org/10.4337/9781788116695.00006
  • *Nishii, L. H., Lepak, D. P., & Schneider, B. (2008). Employee attributions of the “why” of HR practices: Their effects on employee attitudes and behaviors, and customer satisfaction. Personnel Psychology, 61(3), 503–545. https://doi.org/10.1111/j.1744-6570.2008.00121.x
  • Nishii, L. H., & Wright, P. (2008). Variability at multiple levels of analysis: Implications for strategic human resource management. In D. B. Smith (Ed.), The people make the place (pp. 225–248). Erlbaum.
  • *Nyberg, A. J., Moliterno, T. P., Hale, D., Jr., & Lepak, D. P. (2014). Resource-based perspectives on unit-level human capital: A review and integration. Journal of Management, 40(1), 316–346. https://doi.org/10.1177/0149206312458703
  • Nyberg, A. J., & Moliterno, T. P. (2019). Handbook of research on strategic human capital resources. Edward Elgar Publishing.
  • Nyberg, A. J., & Wright, P. M. (2015). 50 years of human capital research: Assessing what we know, exploring where we go. Academy of Management Perspectives, 29(3), 287–295. https://doi.org/10.5465/amp.2014.0113
  • *Patel, P. C., Messersmith, J. G., & Lepak, D. P. (2013). Walking the tightrope: An assessment of the relationship between high-performance work systems and organizational ambidexterity. Academy of Management Journal, 56(5), 1420–1442. https://doi.org/10.5465/amj.2011.0255
  • Piening, E. P., Baluch, A. M., & Salge, T. O. (2013). The relationship between employees’ perceptions of human resource systems and organizational performance: Examining mediating mechanisms and temporal dynamics. The Journal of Applied Psychology, 98(6), 926–947. https://doi.org/10.1037/a0033925
  • Ployhart, R. E., & Hale, D.Jr.(2014). Human resource management is out of time. In A. J. Shipp & Y. Fried (Eds.), Time and work (Vol. 2, pp.76–96). Psychology Press.
  • Ployhart, R. E., & Moliterno, T. P. (2011). Emergence of the human capital resource: A multilevel model. Academy of Management Review, 36(1), 127–150. https://doi.org/10.5465/amr.2009.0318
  • Rabl, T., Jayasinghe, M., Gerhart, B., & Kühlmann, T. M. (2014). A meta-analysis of country differences in the high-performance work system-business performance relationship: The roles of national culture and managerial discretion. The Journal of Applied Psychology, 99(6), 1011–1041. http://dx.doi.org.libproxy.utdallas.edu/10.1037/a0037712 https://doi.org/10.1037/a0037712
  • Raffiee, J., & Byun, H. (2020). Revisiting the portability of performance paradox: Employee mobility and the utilization of human and social capital resources. Academy of Management Journal, 63(1), 34–63. https://doi.org/10.5465/amj.2017.0769
  • Schmidt, J. A., & Pohler, D. M. (2018). Making stronger causal inferences: Accounting for selection bias in associations between high performance work systems, leadership, and employee and customer satisfaction. The Journal of Applied Psychology, 103(9), 1001–1018. https://doi.org/10.1037/apl0000315
  • Shen, J., Messersmith, J. G., & Jiang, K. (2018). Advancing human resource management scholarship through multilevel modeling. The International Journal of Human Resource Management, 29(2), 227–238. https://doi.org/10.1080/09585192.2017.1331622
  • *Soltis, S. M., Brass, D. J., & Lepak, D. P. (2018). Social resource management: Integrating social network theory and human resource management. Academy of Management Annals, 12(2), 537–573. https://doi.org/10.5465/annals.2016.0094
  • Subramony, M., Guthrie, J. P., & Dooney, J. (2021). Investing in HR? Human resource function investments and labor productivity in US organizations. The International Journal of Human Resource Management.
  • *Takeuchi, R., Lepak, D. P., Wang, H., & Takeuchi, K. (2007). An empirical examination of the mechanisms mediating between high-performance work systems and the performance of Japanese organizations. The Journal of Applied Psychology, 92(4), 1069–1083. https://doi.org/10.1037/0021-9010.92.4.1069
  • *Takeuchi, R., Chen, G., & Lepak, D. P. (2009). Through the looking glass of a social system: Cross-level effects of high-performance work systems on employees’ attitudes. Personnel Psychology, 62(1), 1–29. https://doi.org/10.1111/j.1744-6570.2008.01127.x
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  • Van Beurden, J., Van De Voorde, K., & Van Veldhoven, M. (2021). The employee perspective on HR practices: A systematic literature review, integration and outlook. The International Journal of Human Resource Management.
  • Van De Voorde, K., Paauwe, J., & Van Veldhoven, M. (2012). Employee well‐being and the HRM–organizational performance relationship: A review of quantitative studies. International Journal of Management Reviews, 14(4), 391–407. https://doi.org/10.1111/j.1468-2370.2011.00322.x
  • Wright, P. M., Gardner, T. M., Moynihan, L. M., & Allen, M. R. (2005). The relationship between HR practices and firm performance: Examining causal order. Personnel Psychology, 58(2), 409–446. https://doi.org/10.1111/j.1744-6570.2005.00487.x
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