Relationship between leadership behaviors and HRM practices: Causal, joint, substitute or strengthen effect?

: Leadership behavior and HRM practices are two hot topics in the fields of organizational behavior and HRM. Previous studies usually focus on their effects separately, while recent studies show a trend to examine their effects spontaneously. With a systematic review of the latest empirical studies, we came out four types of relationship between leadership behavior and HRM practices as causal effect, joint effect, substitute and enhancing effect. Moreover, we also discussed the variable levels, outcomes attributes and social cultures in affecting the impact of the above four kinds of relationship. Finally, it figured out future directions as to further explore the relationship between a specific leadership behavior and a specific HRM practice; to construct an integrative framework; and to identify the boundary conditions in influencing their relationship.

领导行为和人力资源管理实践是组织行为和人力资源管理领域的两个热门话题。以往的研究通常分别关注它们的影响，而近期的研究显示出一种同时考察其影响的趋势。通过对最新实证研究的系统回顾，我们得出了领导行为和人力资源管理实践之间的四种关系类型，即因果效应、联合效应、替代效应和强化效应。此外，我们还讨论了变量水平、结果属性和社会文化对上述四种关系的影响。最后，提出了未来的研究方向，即进一步探索特定领导行为和特定人力资源管理实践之间的关系；构建一个综合框架；以及确定影响它们之间关系的边界条件。