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The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model

journal contribution
posted on 2023-06-08, 16:55 authored by K Alfes, A D Shantz, C Truss, E C Soane
This study contributes to our understanding of the mediating and moderating processes through which human resource management (HRM) practices are linked with behavioural outcomes. We developed and tested a moderated mediation model linking perceived HRM practices to organisational citizenship behaviour and turnover intentions. Drawing on social exchange theory, our model posits that the effect of perceived HRM practices on both outcome variables is mediated by levels of employee engagement, while the relationship between employee engagement and both outcome variables is moderated by perceived organisational support and leader–member exchange. Overall, data from 297 employees in a service sector organisation in the UK support this model. This suggests that the enactment of positive behavioural outcomes, as a consequence of engagement, largely depends on the wider organisational climate and employees’ relationship with their line manager. Implications for practice and directions for future research are discussed.

History

Publication status

  • Published

Journal

International Journal of Human Resource Management

ISSN

0958-5192

Publisher

Taylor & Francis

Issue

2

Volume

24

Page range

330-351

Department affiliated with

  • Business and Management Publications

Full text available

  • No

Peer reviewed?

  • Yes

Legacy Posted Date

2012-06-19

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    University of Sussex (Publications)

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