This study explores the prevalence of strategic human resources management (HRM)
practices in nonprofit organizations as well as the organizational and contextual determinants.
Based on survey data collected from 229 charitable nonprofit organizations, we find that
organizations that are larger in size, technologically savvy, and dependent on the work of
independent contractors all appear to be more likely to implement strategic HRM practices. In
contrast, local affiliates of national organizations are less likely to implement strategic HRM
practices. In addition, younger organizations, educational organizations, and organizations that
do not have dedicated HR staff are also more likely to implement strategic HRM practices.
Although dependence on volunteer labor has no significant effect on the outcome, further
analysis indicates that volunteer-dependent organizations differ from others in several aspects of
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