Abstract for: Building Bridges between Science and Practitioners in SHRM: a System Dynamic approach
One of the main challenges of global managers is with the so-called VUCA (Volatile, Uncertain, Complex and Ambiguous) environment (Marques, 2017). More competitive and dynamic markets increase the need of companies to keep their sustainable competitive advantage. As demonstrated by the Strategic Human Resource Management (SHRM) field, employees and their working dynamics is a key differentiating factor (Wright, McMahan, & McWilliams, 1994). Therefore, companies deploy different Human Resource (HR) practices. Although the effect of the Human Resource Management (HRM) system on both employee well-being (WB) and organisational performance (OP) (Peccei & Van De Voorde, 2019; Van De Voorde, Paauwe, & Van Veldhoven, 2012) is well documented, little is known about the impact of these practices and their interactions on the long run. In addition, Boon et al., (2019) made the call for more work on temporal dynamics.