Although research has shown that the use of high‐performance work systems ( HPWS ) is associated with employee outcomes, our knowledge meanings employees attach to and how these shape outcomes still limited. This study examines signalling impact enacted on HR well‐being performance attributions, influence happiness‐ health‐related outcomes. Using multilevel data (1,065 nested within 150 units) obtained from multiple sources (line managers employees), results show coverage was positively two...

Abstract The authors provide an up‐to‐date theoretically based qualitative review of research dealing with the relationship between HRM, employee well‐being, and individual/organisational performance (HRM‐WB‐IOP research). is on a systematic critical analysis all HRM‐WB‐IOP studies ( N = 46) published in 13 core HRM management journals 2000 to 2018 period. first identify different theoretical models relationship, which they then use map area. results show that mutual gains conceptualisations...

Purpose The purpose of this paper is to explore the impact management practices – specifically, high‐performance work (HPWPs) on employee burnout. Two potential mediating mechanisms that counterbalance each other in development burnout are compared: a critical mechanism states HPWPs intensify job demands (which increases burnout) and positive increase fairness among employees reduces burnout). Design/methodology/approach Questionnaire data gathered 393 working 86 Dutch organizations. Human...

High performance work practices (HPWPs) are human resource management aimed at stimulating employee and organisational performance. The application of HPWPs is not widespread in small organisations. We examine whether the implementation coherent bundles (aimed ability, motivation or opportunity to perform) depends on scarcity resources, as reflected size company, strategic decision-making firms related owner's expertise attitudes. In our research, a total 211 employees from 45 organisations...

In this study, we used the lifespan theories of selection optimization and compensation (SOC) socio-emotional selectivity theory (SST) to integrate disengagement activity perspectives on aging explain intra-individual changes in work motivation. A two-wave longitudinal survey study was conducted among 600 Dutch university employees test relations between subjective general health, future time perspective (FTP), generativity development motives. line with two theories, processes were found....

Integrating the strategic HRM literature with key aspects of job demands‐resources (JDR) model, we propose in this study that empowerment‐focused and labour productivity influence work engagement employees by shaping task‐related resources demands. A total 311 nested within 46 units a general hospital rated their resources, demands engagement. The line managers from these implemented HR practices in, relative of, unit. Results indicate variety positively mediates on In addition, negatively...

With the growing number of studies investigating employee perceptions HR practices, field SHRM is challenged with monitoring how cumulative insights develop. This paper presents a systematic review on practices in terms 1) they are examined (as an antecedent, mediator, or outcome), 2) theoretical perspectives that explain this construct, and 3) type conceptualizations HRM have been used extant research. The findings illustrate scattered current approaches examined. In addition, range...

New ways of working (NWW) is a type work organization that characterized by temporal and spatial flexibility, often combined with extensive use information communication technologies (ICT) performance-based management. In three-wave intervention study, we examined the effects NWW on both (changes in control over time place work; hours location; other key job characteristics), employees' outcomes (work–nonwork balance; health well-being; job-related outcomes). We applied quasi-experimental...

The authors provide a systematic evaluation of the emerging multilevel paradigm in human resource management (HRM) research focusing, particular, on mediation analyses HRM-outcomes relationship. They first distinguish different types models and then identify number best practice theoretical methodological criteria for conduct derived from literature. These are used to analyze evaluate all studies ( N = 46) relationship published 11 core HRM journals 2000 2016 period. results suggest that...

Speaking up is important for patient safety, but healthcare professionals often hesitate to voice their concerns. Direct supervisors have an role in influencing speaking up. However, good insight into the relationship between managers' behaviour and employees' perceptions about whether safe worthwhile still lacking.To explore relationships control-based commitment-based safety management, climate psychological nurses' willingness speak up.We conducted a cross-sectional survey study,...

This study explores the impact of enacted high involvement work systems (HIWS) practices on employee emotional exhaustion. hypothesized that overload and job responsibility mediate relationship between HIWS (ability, motivation, opportunity design practices) A total 360 employees (nested within 49 units) rated their feelings overload, The line managers from these units practices. Results indicate ability- motivation are positively related to ability-, motivation- responsibility. In turn,...

Purpose The purpose of this paper is to explore the key ingredients that people analytics teams require contribute organizational performance. As information currently available fragmented, it difficult for organizations understand what takes execute successfully. Design/methodology/approach To identify ingredients, a narrative literature review was conducted using both traditional and broader business intelligence literature. findings were summarized in People Analytics Effectiveness Wheel....

Although Human Resource Management (HRM) scholars have frequently called for a more contextualized approach to HRM, there is still limited understanding of how the HRM-employee outcome relationship varies under different conditions. This study tests model that positions workload as moderator between perceived skill-, motivation- and opportunity-enhancing High Performance Work Systems (HPWS) employee absenteeism. Using data from 194 employees, results revealed high workloads, HPWS practices...

Purpose This study aims to examine the relationship between agile way of working and team performance engagement. Furthermore, psychological safety climate was investigated as a mediator this relationship. As organizations are increasingly adopting method beyond information technology (IT) setting, authors researched its effects in teams across variety functional domains. Design/methodology/approach Survey data collected from 97 various domains multinational bank. The analyzed using...

Since job crafting behaviour is of profound importance for the retention older workers, we examined how organizations can stimulate among workers with opportunity-enhancing Human Resource (HR) practices. We introduced three behaviours: accommodative, utilization, and developmental crafting. hypothesized that HR practices increase psychological empowerment therefore their behaviour. conducted a survey study two waves 125 Dutch (65+) affiliated temporary employment agency aiming to employ...

Abstract This study investigates whether employee perceptions of High Involvement Work Systems (HIWS) mediate the positive relationship between implemented‐HIWS and parallel outcomes well‐being organisational performance. To test these relationships, data was collected from 20,646 employees 2066 managers in 198 organisations Spanish industrial companies (mainly small medium enterprises, SMEs). Results a 2‐1‐2 multilevel structural equation modelling analysis showed that are positively...

Organisations are increasingly using strategy tools such as workforce scorecards to keep track of human resource management related change processes that have been implemented and the effects these on business unit performance. However, in this area, challenge finding appropriate indicators, establishing temporal relationships providing useful information still remains. Using longitudinal archival data from 171 branches a large financial service organisation, study examines what extent...

Data analytics plays a crucial role in enhancing organizational decision-making. Various disciplines have already embraced data analytics. However, human resources management is lagging data-driven decision-making and, specifically, workforce Although an increasing number of studies explore the diffusion analytics, our understanding why organizations decide to adopt and how further institutionalize remains limited. Taking HRM innovation contextualized perspective, this systematic literature...