HRM autonomy, integration and performance in government agencies: tests of necessity and sufficiency

Abstract

The relationship between HRM autonomy, business-like HRM, and performance in government agencies has been of interest in research for decades now. Using survey data from 365 respondents working in Dutch government agencies, we studied to what degree HRM autonomy is a necessary and sufficient condition for HRM integration, distinguished between vertical and organizational integration, and, consequently, HRM performance in agencies. The findings from structural equation modelling and necessary condition analysis show that HRM autonomy is necessary but not sufficient for HRM integration, while HRM integration is necessary and partly sufficient for HRM performance.