Effects of a consistently perceived HRM-system: the models of Kelley and Bowen & Ostroff examined

Jentink, Femke (2011) Effects of a consistently perceived HRM-system: the models of Kelley and Bowen & Ostroff examined.

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Abstract:The relationship between HRM and organizational performance is often studied. Recently, research of the link between HRM and organizational outcomes is influenced by the article from Bowen and Ostroff (2004). The attribution theory from Kelley (1973) is useful for identifying features that give an explanation for the unraveling of the black box. The aim of the current study was to test with a scenario research and a questionnaire (n=354 collected within four organizations) the moderating effects of consistency and uncertainty orientation in the relationship between HRM and affective commitment. As a result, this study gives a better insight in how employees individually perceive HRM practices and what kind of attitude or behavior they will display when these practices are consistent. The role of uncertainty orientation was also examined, because attributions can, next to situational factors, also be influenced by personal factors. The research question was: How is the relationship between HRM and affective commitment influenced by consistency and uncertainty orientation? Results showed that only the content of HRM was related to affective commitment. No moderating effects were found for consistency and uncertainty orientation.
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/61211
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