TY  - JOUR
T1  - Towards a Contextual Human Resource Management Model: A Systematic Review of
Literature on HRM Practices and Organizational Outcomes
AU - Pathomphatthaphan, Sarawut AU - Das, Simanchala AU - Virat, Keytapark 
JO  - International Business Management
VL  - 15
IS  - 7
SP  - 279
EP  - 290
PY  - 2021
DA  - 2001/08/19
SN  - 1993-5250
DO  - ibm.2021.279.290
UR  - https://makhillpublications.co/view-article.php?doi=ibm.2021.279.290
KW  - HRM practices
KW  -cross-cultural management
KW  -organizational outcomes
KW  -employee outcomes
KW  -organizational culture
AB  - The complexity of the link between Human
Resource Management (HRM) practices and
organizational outcomes has been considered as a black
box where a lot still needs to be explored. Further, the
intermediary outcome effects of HRM that bridge the
complexity between HRM practices and organizational
outcomes is of particular interest among researchers in the
field of cross-cultural management. Thus, the present
paper aims to systematically review the empirical studies
which investigated the nature of the link that exists
between HRM practices and organizational outcomes. In
doing so, the existence of a mediating mechanism is also
examined. Following the PRISMA procedure, a search of
five publication databases (i.e., Science Direct, Emerald
Insight, Taylor and Francis Online, Sage Journals and
Wiley online library) was conducted for the period from
2010 and 2020 which yielded 3314 hits and analysis of
content for 23 peer-reviewed articles in the English
language were conducted. Based on the nature of the link
that was noticed in the selected articles, interesting
findings were observed regarding the nature of the
practices within the HRM system and their outcomes.
Given the relevant context, the present paper identified
noteworthy evidence in the research linking HRM
practices and organizational outcomes and the mediating
role of organisational culture. Moreover, the presented
evidence is likely to induce variety in the outcome effects
of HRM interventions. Contribution to understanding the
complexity of the link between HRM practices and
organizational outcomes in the one hand and the
coordinated research efforts to advance this understanding
for developing an international HRM Model on the other
is called for in this research.
ER  -