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Der Personalverantwortliche als strategischer Partner

Persönliche Einstellung oder subjektive Norm?

HR managers as strategic partner

Attitude or subjective norm?

Zeitschrift für Betriebswirtschaft volume 82, pages 913–933 (2012)Cite this article

Zusammenfassung

Seitdem Ulrich (Human resource champions: the next agenda for adding value and delivering results, Boston, Harvard Business School Press, 1997) das Rollenverständnis eines strategisch handelnden Personalverantwortlichen neu geprägt hat, wird das Konzept des HR Business Partners weitreichend und zugleich kontrovers in Wissenschaft und Praxis diskutiert. Erklärungen, wann und warum sich Personalverantwortliche als strategischer HR Business Partner verhalten, wurden in der Literatur bisher kaum berücksichtigt. Basierend auf der Theorie des überlegten Handelns nach Ajzen und Fishbein (Understanding attitudes and predicting social behavior, Englewood Cliffs, Prentice-Hall, 1980; J Pers Soc Psychol 27(1):41–57, 1973) werden Hypothesen zur persönlichen Einstellung sowie zur subjektiven Norm und ihrem Einfluss auf das Verhalten von Personalverantwortlichen abgeleitet. Die Befragung deutscher Personalverantwortlicher im Rahmen der Cranet Erhebungswelle 2009 zeigt, dass die Erwartung positiver Konsequenzen positiv auf die persönliche Einstellung wirkt. Der Stellenwert der Ressource Personal sowie die Existenz einer Personalstrategie beeinflussen positiv die subjektive Norm. Beides erhöht die Wahrscheinlichkeit, als strategischer HR Business Partner zu agieren.

Abstract

Since Ulrich (Human resource champions: the next agenda for adding value and delivering results, Boston, Harvard Business School Press, 1997) shaped the strategic role of HR managers, his concept of an HR business partner has been controversially discussed by researchers and practitioners. Explanations about when and how HR managers act as strategic business partners have found limited attention in the literature. Based on the theory of reasoned action developed by Ajzen und Fishbein (Understanding attitudes and predicting social behavior, Englewood Cliffs, Prentice-Hall, 1980; J Pers Soc Psychol 27(1):41–57, 1973), we hypothesize a positive relation between personal attitudes as well as subjective norm and the behaviour of HR managers to act as a strategic business partner. Results of the German Cranet survey in 2009 show that expected positive consequences influence the personal attitude, whereas the acceptance of the human resources as well as the existence of an HR strategy within the organisation is positively related with subjective norm. Hence, both attitude and subjective norm positively influence the behaviour of HR managers to act as a strategic business partner.

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Authors and Affiliations

  1. Lehrstuhl für Personalmanagement, Mittelstand und Entrepreneurship, Justus-Liebig-Universität Gießen, Licher Str. 62, 35394, Gießen, Deutschland

    Marius Claus Wehner,  Rüdiger Kabst & Lisa Marie Cunz M.Sc.

  2. HRpepper GmbH & Co. KGaA, Wandalenallee 32, 14052, Berlin, Deutschland

    Matthias Meifert

Authors
  1. Marius Claus Wehner
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  2. Rüdiger Kabst
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  3. Matthias Meifert
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  4. Lisa Marie Cunz M.Sc.
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Correspondence to Marius Claus Wehner.

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Wehner, M., Kabst, R., Meifert, M. et al. Der Personalverantwortliche als strategischer Partner. Z Betriebswirtsch 82, 913–933 (2012). https://doi.org/10.1007/s11573-012-0613-9

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Schlüsselwörter

  • Strategischer Partner
  • Strategische Integration
  • Entscheidungsfindung
  • Theorie des überlegten Handelns
  • Personalverantwortliche
  • Business Partner

Keywords

  • Strategic partner
  • Strategic integration
  • Decision-making
  • Theory of reasoned action
  • HR managers
  • Business partner

JEL Classification

  • M12
  • M14