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Journal ArticleDOI

How Do Developmental and Accommodative HRM Enhance Employee Engagement and Commitment? The Role of Psychological Contract and SOC Strategies

TL;DR: In this paper, the authors introduced two perspectives on HRM and distinguished universalistic developmental HRM from contingent accommodative HRM, and predicted two separate pathways for the effects on two employee outcomes: work engagement and affective commitment.
Abstract: In the context of the changing workforce, this study introduced two perspectives on HRM and distinguished universalistic developmental HRM from contingent accommodative HRM. We predicted two separate pathways for the effects on two employee outcomes: work engagement and affective commitment. We expected that developmental HRM would universally relate to employee outcomes by rebalancing the psychological contract between the employee and organization into a less transactional to a more relational contract. We also predicted that accommodative HRM would relate to outcomes only when fulfilling specific needs of employees, associated with their selecting, optimizing, and compensating strategies. Results of a multilevel study among 1058 employees in 17 healthcare units fully supported our expectations regarding the role of the psychological contract. Additionally, we found support for the expected roles of selection and compensation, but not for optimization strategy. This study contributes to the literature by demonstrating that HRM relates to employee outcomes through multiple pathways, which can be either universal or contingent.

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Citations
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Journal ArticleDOI
TL;DR: The claim that high levels of engagement can enhance organizational performance and individual well-being has not previously been tested through a systematic review of the evidence as discussed by the authors, and the authors conducted a systematic synthesis of narrative evidence involving 214 studies focused on the meaning, antecedents and outcomes of engagement.
Abstract: The claim that high levels of engagement can enhance organizational performance and individual well-being has not previously been tested through a systematic review of the evidence. To bring coherence to the diffuse body of literature on engagement, the authors conducted a systematic synthesis of narrative evidence involving 214 studies focused on the meaning, antecedents and outcomes of engagement. The authors identified six distinct conceptualizations of engagement, with the field dominated by the Utrecht Group's ‘work engagement’ construct and measure, and by the theorization of engagement within the ‘job demands–resources’ framework. Five groups of factors served as antecedents to engagement: psychological states; job design; leadership; organizational and team factors; and organizational interventions. Engagement was found to be positively associated with individual morale, task performance, extra-role performance and organizational performance, and the evidence was most robust in relation to task performance. However, there was an over-reliance on quantitative, cross-sectional and self-report studies within the field, which limited claims of causality. To address controversies over the commonly used measures and concepts in the field and gaps in the evidence-base, the authors set out an agenda for future research that integrates emerging critical sociological perspectives on engagement with the psychological perspectives that currently dominate the field.

532 citations


Cites background from "How Do Developmental and Accommodat..."

  • ...…found with regard to the psychological contract; Agarwal and Bhargava (2013) found contract breach to be associated with low levels of engagement; Bal et al. (2013), in a survey at two time points, found no association; while Yeh (2012) found a positive link between relational contracts and…...

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Journal ArticleDOI
TL;DR: In this paper, the authors provide an excellent and elegant analysis of the field of human resource management, while the title implies that it is only about the relationship of human resources management to organi...
Abstract: This book provides an excellent and elegant analysis of the field of human resource management. While the title implies that it is only about the relationship of human resource management to organi...

498 citations

Journal ArticleDOI
TL;DR: In this article, the authors review the strategic human resource management literature from multilevel theoretical perspectives to summarize what we know about mediating mechanisms in the HR�performance relationship and highlight future research needs to advance theoretical understanding of the ''black box'' in strategic HRM research.
Abstract: The main objective of the present research is to briefly review the strategic human resource management (HRM) literature from multilevel theoretical perspectives to summarize what we know about mediating mechanisms in the HR�performance relationship. By doing so, we highlight future research needs to advance theoretical understanding of the �black box� in strategic HRM research. Furthermore, by offering additional theoretical perspectives that can be used to understand the mediating mechanisms at different levels, we suggest future research directions that capture the complexities associated with strategic HRM through a multilevel theoretical lens. Implications of the model are discussed.

289 citations


Cites background from "How Do Developmental and Accommodat..."

  • ...…or shared organizational climate but test the cross-level influence through individual-level psychological or motivational mechanism directly (e.g., Bal et al., 2013; Snape and Redman, 2010; Wu and Chaturvedi, 2009), these studies implicitly assumed that HR systems designed and rated at the unit…...

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Journal ArticleDOI
TL;DR: Using a sample of 294 employees and their supervisors, it is found that compensation is the most successful strategy in buffering the negative associations of disengagement with supervisor-rated task performance and both disengagement and exhaustion with supervisor's adaptivity to change.
Abstract: The present study aims to explain why research thus far has found only low to moderate associations between burnout and performance. We argue that employees use adaptive strategies that help them to maintain their performance (i.e., task performance, adaptivity to change) at acceptable levels despite experiencing burnout (i.e., exhaustion, disengagement). We focus on the strategies included in the selective optimization with compensation model. Using a sample of 294 employees and their supervisors, we found that compensation is the most successful strategy in buffering the negative associations of disengagement with supervisor-rated task performance and both disengagement and exhaustion with supervisor-rated adaptivity to change. In contrast, selection exacerbates the negative relationship of exhaustion with supervisor-rated adaptivity to change. In total, 42% of the hypothesized interactions proved to be significant. Our study uncovers successful and unsuccessful strategies that people use to deal with their burnout symptoms in order to achieve satisfactory job performance.

240 citations

Journal ArticleDOI
TL;DR: In this article, the authors discuss seven methodological improvements that would stimulate important advancements in management research and refer to these improvements as "wishes" that they hope will materialize within the next decade.
Abstract: We discuss seven methodological improvements that would stimulate important advancements in management research. We refer to these improvements as �wishes� that we hope will materialize within the next decade. To promote the implementation of these improvements, we offer concrete and actionable recommendations that researchers can apply when designing and conducting empirical research and that journal editors and reviewers can consider when evaluating manuscripts for publication. These improvements address: (1) accelerating theoretical progress; (2) improving the construct validity of measures; (3) strengthening causal inferences; (4) incorporating multilevel design, measurement, and analysis; (5) balancing trade-offs between internal and external validity, (6) understanding the nature and impact of outliers; and (7) offering a realistic and useful description of a study's limitations

209 citations

References
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Journal ArticleDOI
TL;DR: In this article, the adequacy of the conventional cutoff criteria and several new alternatives for various fit indexes used to evaluate model fit in practice were examined, and the results suggest that, for the ML method, a cutoff value close to.95 for TLI, BL89, CFI, RNI, and G...
Abstract: This article examines the adequacy of the “rules of thumb” conventional cutoff criteria and several new alternatives for various fit indexes used to evaluate model fit in practice. Using a 2‐index presentation strategy, which includes using the maximum likelihood (ML)‐based standardized root mean squared residual (SRMR) and supplementing it with either Tucker‐Lewis Index (TLI), Bollen's (1989) Fit Index (BL89), Relative Noncentrality Index (RNI), Comparative Fit Index (CFI), Gamma Hat, McDonald's Centrality Index (Mc), or root mean squared error of approximation (RMSEA), various combinations of cutoff values from selected ranges of cutoff criteria for the ML‐based SRMR and a given supplemental fit index were used to calculate rejection rates for various types of true‐population and misspecified models; that is, models with misspecified factor covariance(s) and models with misspecified factor loading(s). The results suggest that, for the ML method, a cutoff value close to .95 for TLI, BL89, CFI, RNI, and G...

76,383 citations


"How Do Developmental and Accommodat..." refers methods in this paper

  • ...We deleted all items with standardized loadings below 0.40 before we proceeded to constructing scale scores for the analyses, because otherwise constructs tend to be unreliable (Hu and Bentler, 1999)....

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  • ...40 before we proceeded to constructing scale scores for the analyses, because otherwise constructs tend to be unreliable (Hu and Bentler, 1999)....

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Journal ArticleDOI
TL;DR: In this paper, the statistical tests used in the analysis of structural equation models with unobservable variables and measurement error are examined, and a drawback of the commonly applied chi square test, in additit...
Abstract: The statistical tests used in the analysis of structural equation models with unobservable variables and measurement error are examined. A drawback of the commonly applied chi square test, in addit...

56,555 citations


"How Do Developmental and Accommodat..." refers methods in this paper

  • ...Moreover, we calculated the Average Variance Extracted (AVE) scores (Fornell and Larcker, 1981), which are shown in Appendix II....

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Book
01 Jan 1991
TL;DR: In this article, the effects of predictor scaling on the coefficients of regression equations are investigated. But, they focus mainly on the effect of predictors scaling on coefficients of regressions.
Abstract: Introduction Interactions between Continuous Predictors in Multiple Regression The Effects of Predictor Scaling on Coefficients of Regression Equations Testing and Probing Three-Way Interactions Structuring Regression Equations to Reflect Higher Order Relationships Model and Effect Testing with Higher Order Terms Interactions between Categorical and Continuous Variables Reliability and Statistical Power Conclusion Some Contrasts Between ANOVA and MR in Practice

27,897 citations

Book
01 Jan 1964
TL;DR: In a seminal work as discussed by the authors, Peter M. Blau used concepts of exchange, reciprocity, imbalance, and power to examine social life and to derive the more complex processes in social structure from the simpler ones.
Abstract: In his landmark study of exchange and power in social life, Peter M. Blau contributes to an understanding of social structure by analyzing the social processes that govern the relations between individuals and groups. The basic question that Blau considers is: How does social life become organized into increasingly complex structures of associations among humans. This analysis, first published in 1964, represents a pioneering contribution to the sociological literature. Blau uses concepts of exchange, reciprocity, imbalance, and power to examine social life and to derive the more complex processes in social structure from the simpler ones. The principles of reciprocity and imbalance are used to derive such processes as power, changes in group structure; and the two major forces that govern the dynamics of complex social structures: the legitimization of organizing authority of increasing scope and the emergence of oppositions along different lines producing conflict and change.

16,278 citations

Journal ArticleDOI
TL;DR: In this article, multiple regression is used to test and interpret multiple regression interactions in the context of multiple-agent networks. But it is not suitable for single-agent systems, as discussed in this paper.
Abstract: (1994). Multiple Regression: Testing and Interpreting Interactions. Journal of the Operational Research Society: Vol. 45, No. 1, pp. 119-120.

13,068 citations


Additional excerpts

  • ...Significant interactions were plotted with one standard deviation below and above the mean (Aiken and West, 1991)....

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