The ability-motivation-opportunity (AMO) framework is widely used, but its factor structure has not yet been validated. Such a validation would ensure that practices in one factor are highly correlated and contribute equally to outcomes. Researchers have argued that human resource management (HRM) practices can be bundled into the ability, motivation, and opportunity dimensions of the AMO model but have also acknowledged that individual practices may contribute to more than one dimension. In a meta-analytic confirmatory factor analysis based on correlations of HRM practices retrieved from 399 published papers, we tested the factor structure of the AMO model and a competing one-factor model. Although both models achieved good model fit, they do not perfectly represent the hypothesized factor structure because of moderate factor loadings and high correlations between factors. We suggest that future research focus more on validating measurement scales for HRM practices and increasing the methodological rigor of empirical investigations. We urge caution in using the AMO model until further research either validates the model or finds a better way to cluster HRM practices.
