The authors’ affiliations are, respectively, School of Business, University of Kansas, 326 Summerfield Hall, 1300 Sunnyside Ave., Lawrence, KS 66045-7601, E-mail: clint.chadwick@ku.edu; School of Business, Ewha Womans University, 11-1 Daehyun-dong Seodaemun-gu, Seoul, Korea 120-751, E-mail: jy-ahn@ewha.ac.kr; and School of Business, Konkuk University, 402 Kyungyoung Kwan, Hwayang-dong 1, Gwangjin-gu, Seoul, Korea 143-701. E-mail: kwkwon@konkuk.ac.kr. We are indebted to Gopesh Anand for insightful suggestions on our analysis.
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Human Resource Management’s Effects on Firm-Level Relative Efficiency
Article first published online: 21 JUN 2012
DOI: 10.1111/j.1468-232X.2012.00696.x
© 2012 Regents of the University of California
Issue
Industrial Relations: A Journal of Economy and Society
Volume 51, Issue 3, pages 704–730, July 2012
Additional Information
How to Cite
CHADWICK, C., AHN, J.-Y. and KWON, K. (2012), Human Resource Management’s Effects on Firm-Level Relative Efficiency. Industrial Relations: A Journal of Economy and Society, 51: 704–730. doi: 10.1111/j.1468-232X.2012.00696.x
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The authors’ affiliations are, respectively, School of Business, University of Kansas, 326 Summerfield Hall, 1300 Sunnyside Ave., Lawrence, KS 66045-7601, E-mail: clint.chadwick@ku.edu; School of Business, Ewha Womans University, 11-1 Daehyun-dong Seodaemun-gu, Seoul, Korea 120-751, E-mail: jy-ahn@ewha.ac.kr; and School of Business, Konkuk University, 402 Kyungyoung Kwan, Hwayang-dong 1, Gwangjin-gu, Seoul, Korea 143-701. E-mail: kwkwon@konkuk.ac.kr. We are indebted to Gopesh Anand for insightful suggestions on our analysis.
Publication History
- Issue published online: 21 JUN 2012
- Article first published online: 21 JUN 2012
- Abstract
- Article
- References
- Cited By
Using stochastic frontier production functions methodology with data from 1579 private-sector establishments, we demonstrate that HR practices are significantly associated with differences in relative firm-level efficiency. Supplemental analysis implies that this efficiency analysis is substantively different than the common approach to evaluating HRM’s relationships with firm-level labor productivity. The results suggest that HR practices’ contributions to relative firm-level efficiency are an important but heretofore overlooked factor in the relationship between HRM and firm performance.