Employee performance, well‐being, and differential effects of human resource management subdimensions: Mutual gains or conflicting outcomes?
Abstract
The 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...
Paper Details
Title
Employee performance, well‐being, and differential effects of human resource management subdimensions: Mutual gains or conflicting outcomes?
Published Date
Jul 1, 2019
Volume
29
Issue
3
Pages
509 - 526
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