New insights into the link between HRM integration and organizational performance: the moderating role of influence distribution between HRM specialists and line managers

Unlike most of human resource management (HRM) research attempting to identify the set of practices that are likely to improve organizational performance, this paper focuses on two key aspects of the organization of HRM: 1) the integration of HRM and business strategy; and 2) the distribution of roles and influences between line managers (LMs) and HRM specialists. Building on the resource-based view, we suggest that HRM integration is a...