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Resolving the AMO Confusion: Results of a qualitative study into HRM implementation

Smelt, Karin (2017) Resolving the AMO Confusion: Results of a qualitative study into HRM implementation.

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Abstract:In this research, HRM implementation effectiveness of line managers is investigated using the Ability-Motivation-Opportunity (AMO) theory. This research highlights the (inter)relationship between each of the AMO factors and the performance of line managers in effective HRM implementation. The AMO factors are operationalized based on the intellectual capital theory, self-determination theory and perceived organizational support theory. The goal of this study is to find out in what way the AMO factors are (inter)related with line managers´ performance. This research seeks to make a theoretical contribution by applying the AMO model to better explain the role of line managers’ ability, motivation and opportunity in shaping their overall HRM performance. We aim to create a new model to show the (inter)relationship between the AMO factors and line managers’ performance in implementing HRM. Besides, this research seeks to make a practical contribution by offering insight for the HR department interested in enhancing the performance of line managers in implementing HRM. There are 22 in-depth interviews conducted; with line managers, employees, managing directors and the HR manager. It seems that there is some overlap between the constructs influencing the AMO factors. During the interviews it appeared that some constructs were influencing different AMO factors at the same time.
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/73750
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