Human resource (HR) analytics implementation is a field that continues to evolve, especially in today’s digital era. However, despite its practical importance, we lack knowledge on the effectiveness of HR analytics implementation. Therefore, in this study, through an in-depth content analysis...

Related to the theoretical work of Bowen and Ostroff (2004; also Ostroff/Bowen 2000), this article focuses on the features of an HRM system that help or constrain organizations to get their HR message across. At a department-level of analysis, we focus on the consensus between line managers and...

This paper addresses the question as to whether the linkage between HRM and organisational performance can be explained by the effect of the internal and strategic fit of HRM on the cooperative behaviours of employees. We expect that the more HRM practices are aligned within themselves (internal...

This article focuses on solidarity behaviours of employees to team members (horizontal solidarity behaviour) and to their manager (vertical solidarity behaviour). The question is asked to what extend and how are both types of solidarity related to three aspects of modern organization and...