Two are better than one: the influence of congruence on the perceived value of HR

Previous research about the strategic partner of the HR business partner concept advocates for a positive association (i.e., linear relationship) between strategic HR integration and organizational outcomes. However, this study, based on concepts of personal-environment-fit and the strategic integration of HR, suggests that only congruence between line managers and their corresponding HR managers in terms of attitude and behavior leads to beneficial organizational outcomes. Congruence is a continuum regarding the degree of agreement between line managers and HR managers about the HR function being integrated in strategic decisions. In Study 1, based on a dyadic design, we examine 62 German companies regarding the attitudes of both 62 line managers and 62 corresponding HR managers (N = 124). In Study 2, based on another dyadic design, we examine 53 German companies regarding the behavior of 53 line managers and 53 corresponding HR managers (N=106). Polynomial regression analyses and response surface methodology show that there is, in fact, a non-linear relationship between both attitude and behavioral congruence and the contribution of the HR department. Hence, incongruence is negatively related to the contribution of HR. Finally, the contribution of the HR department is positively associated with internal efficiency and gross revenue.