| Pub. Date | : October, 2021 |
|---|---|
| Product Name | : The IUP Journal of Organizational Behavior |
| Product Type | : Article |
| Product Code | : IJOB261021 |
| Author Name | : Swati Hans |
| Availability | : YES |
| Subject/Domain | : Arts & Humanities |
| Download Format | : PDF Format |
| No. of Pages | : 13 |
The paper presents a conceptual framework establishing the link between strategic human resource management and employee outcomes (such as motivation, satisfaction, and happiness), and sustainable competitive advantage at the firm level. The paper also explains that HR practices, if integrated with other functions at work and strategically aligned with the overall business strategy, would lead to superior benefits for an organization. This framework could be used as a reference framework by future researchers for similar kind of research on SHRM.
The business environment around the globe has changed dramatically over the last few decades, and today it is characterized by phenomena such as acceleration in information technology, intense competition, changing customer needs, and diverse workforce (Khajeheian et al., 2018; and Soloducho-Pelc and Sulich, 2020). To stay competitive in this dynamic environment, organizations are required to constantly evolve and adapt by innovating products, acquiring new technologies, improving process and service quality, and formulating powerful strategies (Augier and Marshall, 2017; and Miceli et al., 2021). An organization's physical capital no longer benefits in realizing the Sustainable Competitive Advantage (SCA) for an organization, rather what helps is, non-physical human resources and their intellectual capital (Delery and Roumpi, 2017; and Emeagwal and Ogbonmwan, 2018).