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In this article, we begin to explore the black box between human resources (HR) practices and firm performance. Specifically, we examine the relationships between a set of network-building HR practices, aspects of the external and internal social networks of top management teams, and firm performance. Results from a field study with 73 high-technology firms showed that the relationships between the HR practices and firm performance (sales growth and stock growth) were mediated through their top managers ’ social networks. Researchers in the field of strategic human re-source management (SHRM) have increasingly re-lied on the resource-based view of the firm to ex-plain the role of human resource practices in firm performance (Wright, Dunford, Snell, 2001). In-deed, theoretical research on SHRM has suggested that systems of HR practices may lead to higher firm performance and be sources of sustained com-
Collins et al. (Mon,) studied this question.