The relationship between human resource management and organizational effectiveness in non-profit sport organizations: A multi-level approach

Non-profit organizations are increasingly concerned with the effectiveness of their organizations. As limits are imposed, administrators must make the most effective use of the resources at their disposal. The connection between human resource management (HRM) practices and firm performance has been well established in a variety of for profit settings. Although some work related to sport has been conducted, Doherty (1998) suggested that much work remains including the investigation of more practices and more levels of analysis. The purposes of this study were to propose a model describing the critical pathways for the relationship between HRM system sophistication and organizational effectiveness and to test this model in a specific setting: NCAA Division III athletic departments.; Questionnaires were sent to a cluster random sample of 1702 coaches and 100 athletic directors. A total of 47 (47%) athletic director and 393 (22%) usable coach responses were received. The coaching questionnaire contained a previously developed satisfaction scale, and a modification of Meyer and Allen's (1991) affective commitment scale. The athletic director questionnaire contained a modification of Huselid and Becker's (1998) High Performance Work Practices Index. Organizational effectiveness was assessed in terms of athletic achievement and academic achievement.; ANOVA and MANOVA were utilized to examine the relationship between HRM sophistication groups and individual, group, and organizational-level outcomes. Results supported previous findings in that HRM sophistication was related to athletic achievement at the organizational level. It was not, however, related to academic achievement. Furthermore, HRM grouping was not significantly related to individual-level outcomes. Within and between analysis showed that athletic departments could be conceptualized as “parts” or heterogeneous groups. Using the departmental averages for outcome variables, MANOVA results revealed that HRM sophistication was not significantly related to group-level outcomes.; Multiple regression analysis indicated that both individual and group outcomes explained a very small, but significant amount of variance in organizational effectiveness. Furthermore, the relationship between attitudes and athletic achievement was completely mediated by performance at both the individual and group level. The discussion presents both practical and research implications from the findings as well as limitations and directions for future research.