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The impact of psychological contract importance on the relationship between the HRM system and employee attitudes

Bos, T.H.W. (2017) The impact of psychological contract importance on the relationship between the HRM system and employee attitudes.

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Abstract:The goal of this study is to explain the variance found in the relationship between the HRM system and employee attitudes. Recently researchers called upon the influence of employees themselves as an active actor in this relationship. They argued that the goals and needs of employees influence the impact of HRM practices on employees (e.g. Nishii & Wright, 2007; Bowen & Ostroff, 2004). In this study, I theorized that the relationship between the HRM system and employee attitudes is moderated by the importance employees demonstrated towards certain outcomes of HRM practices. The concept of psychological contract importance is used, since this variable reflects the importance of employees. To research the moderating effect of psychological contract importance, a survey (questionnaire) was distributed, consisting of mainly closed-ended questions. 160 individual employees filled out the questionnaire. Multiple regression analysis was used to analyse the data. The results indicated that the HRM system and trust in management were important predictors of employee attitudes. Furthermore, the development- and growth-dimension of psychological contract importance was found to negatively moderate the relationship between the HRM system and employee attitudes.
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/74012
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