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From Kelley’s attribution theory to Bowen and Ostroff’s HRM system: The moderating effects of consensus

Bouwhuis, Dina (2011) From Kelley’s attribution theory to Bowen and Ostroff’s HRM system: The moderating effects of consensus.

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Abstract:The aim of this study was to examine the effects of consensus in the relation between Commitment-based management and knowledge sharing. Consensus was conceptualized in two different ways: according to Kelley´s theory (1973) as consensus among employees and according to Bowen and Ostroff (2004) as consensus among HR principals. The research question was: Can the theory of Bowen and Ostroff (2004) as well as Kelley’s covariation model (1973) explain how consensus affect the relationship between Commitment-based Management and knowledge sharing? Consequently, how can this relationship be explained? And how does collectivistic orientation affects this relationship? Results among 356 employees working at four different organization showed that consensus among HR principals strengthened the relation between Commitment-based management and knowledge sharing. Also consensus among employees strengthened the relation between Commitment-based Management and knowledge sharing. Collectivistic orientation related to knowledge sharing, but did not affect the above described relationships. Implications are that agreement among employees and consensus among HR principals should be advocated, because without consensus Commitment-based Management has little effect.
Item Type:Essay (Master)
Faculty:BMS: Behavioural, Management and Social Sciences
Subject:77 psychology
Programme:Psychology MSc (66604)
Link to this item:http://purl.utwente.nl/essays/61195
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