The configurational or "internal fit" perspective proposes that human resource (HR) systems are most effective when individual practices are configured such that they fit together and are mutually reinforcing. The Ability-Motivation-Opportunity (AMO) model has emerged as a predominant way to select and configure HR practices based on whether they attempt to enhance employee ability, motivation, or opportunities. Despite the widespread use of the configurational perspective and AMO model in building a high-performance work system (HPWS), researchers have not clearly articulated how HR practices across the AMO domains should be configured to maximize internal fit across the system. Moreover, research has overlooked the hierarchical nature of an HPWS, such that HR practices are nested within a particular AMO domain, and the AMO domains, in turn, are nested within the HPWS. To address these gaps, we develop and test a dual internal fit model that specifies synergistic interactions within and among AMO domains. Analyses of six-wave panel data from 640 firms reveal that internal fit effects of HR practices simultaneously exist within (i.e., HR practice-level interactions) and among AMO domains (i.e., AMO domain-level interactions) to predict workforce productivity and ultimately firm profitability. Moreover, the two sets of interactions predict outcomes beyond the additive effects of the HR practices on which prior research has typically focused. These findings show that HR practices can be configured to have "system" effects. They also highlight the value of the dual internal fit model to understand the performance benefits of optimally configured HR systems. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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人力资源系统确实具有“系统”效应吗？高性能工作系统的双重内部配合模型。


配置或“内部契合”观点提出，当个人实践被配置成相互契合并相辅相成时，人力资源 （HR） 系统最有效。能力-激励-机会 （AMO） 模型已成为根据员工是否试图提高员工的能力、积极性或机会来选择和配置人力资源实践的主要方式。尽管在构建高性能工作系统 （HPWS） 时广泛使用配置视角和 AMO 模型，但研究人员尚未清楚地阐明应如何配置跨 AMO 领域的人力资源实践，以最大限度地提高整个系统的内部契合度。此外，研究忽视了 HPWS 的层次结构性质，因此 HR 实践嵌套在特定的 AMO 域中，而 AMO 域又嵌套在 HPWS 中。为了解决这些差距，我们开发和测试了一个双重内部拟合模型，该模型指定了 AMO 域内部和之间的协同相互作用。对来自 640 家公司的六波面板数据的分析表明，人力资源实践的内部契合效应同时存在于 AMO 领域内部（即人力资源实践层面的互动）和 AMO 领域之间（即 AMO 领域层面的互动），以预测员工生产力并最终预测公司盈利能力。此外，这两组交互作用预测的结果超出了先前研究通常关注的人力资源实践的累加效应。这些发现表明，人力资源实践可以配置为具有“系统”效应。他们还强调了双重内部拟合模型的价值，以了解最佳配置的 HR 系统的性能优势。（PsycInfo 数据库记录 （c） 2024 APA，保留所有权利）。