. In fact, Murphy, Trailer, and Hill (1996) suggested that the lack of construct validity of organizational effectiveness is so woefully absent that our field bshould consider discontinuing the use of the term in researchQ (1996: 21)! However, we believe that the development of a sound, theoretically integrated framework for examining the impact of SHRM (which
includes the multiple stakeholder perspective as one component) will provide scholars with the tools necessary to generate prescriptive models that accurately explicate and evaluate organizational effectiveness and the elusive primary linkages of SHRM (i.e., the process by which SHRM enhances organizational effectiveness).