Ogbonnaya and Messersmith, 2018 - Employee performance, well-being and differential effects of HRM sub-dimensions. Mutual gains or conflicting outcomes.pdf (717.06 kB)
Employee performance, well-being, and differential effects of human resource management subdimensions: mutual gains or conflicting outcomes?
journal contribution
posted on 2023-06-09, 14:49 authored by Chidiebere Ogbonnaya, Jake MessersmithThe human resource management (HRM) literature supports the idea that coherent systems of HRM practices can induce attitudinal effects when perceived subjectively by employees. Recently, scholars have proposed that subdimensions of HRM systems exist and account for variance in outcomes. This study explores differential effects of three subdimensions of HRM systems (skill-, motivation-, and opportunity-enhancing HRM practices) on employee innovative behaviours and well-being. Our predictions are based on the mutual gains perspective, which specifies positive relationships between HRM practices and employee performance, and the conflicting outcomes perspective that links HRM practices to higher job demands and stress. Using data from the Finnish 2012 Practices of Working Life Survey, we find support for both the mutual gains and conflicting outcomes perspectives; however, we also show that the effects of the subsets of HRM practices are heterogeneous.
History
Publication status
- Published
File Version
- Accepted version
Journal
Human Resource Management JournalISSN
0954-5395Publisher
WileyExternal DOI
Issue
3Volume
29Page range
509-526Department affiliated with
- Management Publications
Research groups affiliated with
- Future of Work Hub Publications
Full text available
- Yes
Peer reviewed?
- Yes
Legacy Posted Date
2018-08-28First Open Access (FOA) Date
2020-07-24First Compliant Deposit (FCD) Date
2018-08-24Usage metrics
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