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Exploring the HRM Mechanisms to Enhance the Competences of Medical Professionals: Results From a Mixed-Method Longitudinal Study in a High-Tech Dutch Hospital.

Emmerik, G.J.L. van (2017) Exploring the HRM Mechanisms to Enhance the Competences of Medical Professionals: Results From a Mixed-Method Longitudinal Study in a High-Tech Dutch Hospital.

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Abstract:The overall purpose of this paper is to explore how and under which conditions HRM service value is created for and by employees. In this, Service-Dominant logic (Vargo & Lusch, 2004) is drawn upon to theorise how actions of, and interactions among actors in the HR triad underlie value creation, in which the main principle is that actual value is only created when employees make use of HR services to satisfy their needs. Since previous research has argued that such value is dependent on the social context in which it is created (Edvardsson et al., 2011), this study consequently applies social structure modalities (i.e. interpretive schemes, resources, and norms), as provided by structuration theory (Giddens, 1984), as a lens for exploring how actors shape their perceptions and behaviours towards value creation. The consequent goal of this research is to explore how the interplay among social structure modalities of actors in the HR triad explains the creation of HRM service value for and by employees. To do so, an explorative case study was carried out within a medical organisation, in which a survey and semi-structured interviews were mainly used to collect data. Here, developmental HR services, being training, appraisal, and career development (Kuvaas, 2008), were chosen as a vantage point for data collection. Results showed that especially employees’ interpretive schemes on their employment identity were the driving force behind value creation through HR services, as this determined their development need and their sense of responsibility in the employee-employer relationship. However, the degree to which actual value could be created heavily depended on line managers’ interpretive schemes towards development, the departmental context in terms of norms and resources, and the resources that individual employees were able to draw upon. In addition, this study shows that for different types of HR services, different interactions between HR triad actors, and thus differing social structure modalities, are of importance in realising desired outcomes.
Item Type:Essay (Master)
Faculty:BMS: Behavioural, Management and Social Sciences
Subject:85 business administration, organizational science
Programme:Business Administration MSc (60644)
Link to this item:http://purl.utwente.nl/essays/71945
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