Evaluating Model Fit

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https://link.springer.com/content/pdf/10.1057%2Fjors.1974.92.pdf

The Nature of Managerial Work

Green innovation and environmental performance: The role of green transformational leadership and green human resource management

Greening the hospitality industry: How do green human resource management practices influence organizational citizenship behavior in hotels? A mixed-methods study

Manufacturing Advantage: Why High-Performance Work Systems Pay Off

Line managers are today seen as increasingly important in effectively implementing HRM practices. Based on the Ability-Motivation-Opportunity (AMO) theory, we predict that line managers' performance in this regard will depend on their ability to apply HRM practices, and that their motivation and the opportunity provided will enhance this effect. Through a survey of 174 line managers and 1,065 of their direct subordinates in two organizations, we found ability to be the best predictor of a line manager's HRM performance. Motivation did not moderate the effect of ability on performance as predicted, and our results suggest this relationship needs further attention. Opportunity did enhance the effect of ability on HRM implementation effectiveness. Therefore, HRM departments should aim to enhance line managers' abilities and provide adequate opportunities for them to carry out the expected HRM duties

Employee perceptions of line management performance: applying the AMO theory to explain the effectiveness of line managers' HRM implementation

Purpose – Many HRM practices are never thoroughly implemented or are implemented ineffectively. To better understand what line managers need to implement HRM practices effectively, we have developed and validated a psychometrically sound measurement instrument dealing with line managers’ attributions for effective HRM implementation. Based on the theory of causal attributions, we distinguish between internal and external attributions that determine how line managers implement HRM practices on the work floor. Design/methodology/approach - A multi-dimensional approach has been used and, after collecting data from 471 line managers, thorough scale development guidelines and validation procedures have been applied for instrument development. Findings - The instrument’s psychometric qualities have been assessed by calculating the reliability and validity of line managers’ internal attributions – including its composing dimensions of desire and competences - and their external attributions – including the dimensions of support, capacity and policy & procedures. In particular, both convergent and discriminant validity as well as intra-class correlations have been established. The newly developed measures are found to be of good quality. The scales appear to discriminate well between the distinguished groups and show a good variation within groups. Practical implications – The newly developed measurement instrument helps HRM professionals to better understand line managers’ attributions to effectively implement HRM practices and to provide them with support and training for effective HRM implementation. Originality/value – Previous research has already identified weaknesses in HRM implementation, but lacked to address the causes of this. We present antecedents for HRM implementation effectiveness, based on the causal attribution theory, and present a psychometrically validated instrument to measure these antecedents.

https://biblio.ugent.be/publication/8653235/file/8653239.pdf

Line management attributions for effective HRM implementation : Towards a valid measurement instrument

To aid HR practitioners in their design of firm specific HRM configurations, andcontribute to the state of the art HRM knowledge, we created a simulation model. In this paper we present the simulation model, and the serious game in which it was implemented, but focus on the practical and academical implication of creating and using our initial HRM simulation model.Deciding which HR-practices to select, and how to design them in a multiyear HRMconfiguration is a challenging task for any HR-practitioner due to the large number of interrelated options to pick from. In particular as, according to configurational HRM, the configuration of HR-practices needs to reflect the organizational strategy (vertical alignment) and show internal consistency (horizontal alignment). Currently, no (technological) tool aids HR-practitioners in their quest to design an aligned HRM configuration. To fill this void, we created an HRM simulation model and used it in a serious game which was played during workshops with HR-practitioners.Configurational HRM postulates that HRM configuration need to be both verticallyand horizontally aligned. However, to date, no specific information on how to make these levels of alignment happen is present. As a result, no specific hypothesis based on configurational HRM has been defined and empirical validation of this mode of theorizing is limited. Using the simulation model and serious game we aspire to specify the configurational mode of theorizing with a new level of detail enabling more precise empirical exploration of configurational HRM.The creation of an HRM simulation model and serious game proved to beworthwhile. During the workshops, HR-practitioners stated that the simulation model and game enables them to get to grips with the complexity of designing a firm specific HRM configuration. Furthermore, the simulation model enables us to specify configurational HRM to a new level of detail enabling a wide variety of research opportunities. The simulation model, serious game, and implications are discussed in this paper.

Digitalization of HRM: designing a simulation model for HR decision making : The development of a simulation for the alignment of HR-practices

For HR practitioners in general, and for managers of small and medium sized enterprises (SMEs) with limited HRM expertise in particular, the large number of interdependent combinations of HR practices results in a challenging scenario. A simulation has the potential to determine the effects of HRM choices taking into account the large number of interdependent combinations of HR practices that they can choose from. Simulation furthermore enables professionals to experiment with their HRM design in an efficient manner. To facilitate this, a toolbox was constructed consisting of 3 tools: 2 surveys including their method of analysis, and 1 initial simulation. Based on the surveys and method of analysis, we assess the HRM alignment within an SME. The simulation model simulates the effects of changes in HRM on employee behavior through the well-known concept of alignment. In this paper, we present the surveys, their method of analysis and provide an overview of the simulation.

HRM alignment: a toolbox

Jaarlijks stromen er meer dan 200.000 jongeren vanuit het vmbo, mbo en hbo de arbeidsmarkt op. De afgelopen jaren zijn er veel publicaties verschenen die suggereren dat deze jonge baanzoekers, vaak omschreven als ‘Generatie Y’ of ‘screenagers’, geheel Eigen voorkeuren hebben voor baan- en organisatiekenmerken (zie bijvoorbeeld Manpower, 2006; Bontekoning, 2007; Parry & Urwin, 2011). Generatie Y wil ‘vrijheid, afwisseling, uitdaging en ruimte voor het priveleven’. Ze ‘willen direct voldoening uit hun werk’ en ‘houden geen rekening met bestaande grenzen’, zo suggereert de literatuur. Los van de vraag of het hier gaat om een leeftijd, levensfase of generatie-effect, is het voor de wervingskracht van organisaties van belang om te weten wat die voorkeuren precies zijn.

https://ris.utwente.nl/ws/files/6448610/TvHRM_Vuuren_Kluijtmans_Riemsdijk_Corporaal_(2012).pdf

Maarten van Riemsdijk

Papers

Employee perceptions of line management performance: applying the AMO theory to explain the effectiveness of line managers' HRM implementation

Line management attributions for effective HRM implementation : Towards a valid measurement instrument

Digitalization of HRM: designing a simulation model for HR decision making : The development of a simulation for the alignment of HR-practices

HRM alignment: a toolbox

Aantrekkelijke banen en organisaties voor jonge baanzoekers.