Effective HRM Implementation by line managers: Relying on various sources of support

Sophie Op de Beeck, Jan Wynen, Annie Hondeghem

Research output: Contribution to journalArticleScientificpeer-review

Abstract

We explore one of the key underlying mechanisms that mediate the HRM-performance link, namely HRM implementation by line managers. The purpose of our study is to examine the role of various sources of support in explaining effective HRM implementation by line managers. Results indicate that HR, supervisor, and coworker support are relevant in explaining line managers' HR role performance. In addition, younger line managers and those with greater supervisory experience are found to perform better in their HR role. Hence, organizations should consider developing a broad support network to ensure effective implementation of HRM by line managers.
Original languageEnglish
Pages (from-to)192-204
JournalInternational Journal of Public Administration
Volume40
Issue number2
DOIs
Publication statusPublished - 2017
Externally publishedYes

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manager
co-worker
performance
Line managers
experience
Human Resources roles

Keywords

  • fractional response model
  • HR devolution
  • HRM implementation
  • line managers
  • support

Cite this

de Beeck, Sophie Op ; Wynen, Jan ; Hondeghem, Annie. / Effective HRM Implementation by line managers: Relying on various sources of support. In: International Journal of Public Administration. 2017 ; Vol. 40, No. 2. pp. 192-204.
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Effective HRM Implementation by line managers: Relying on various sources of support. / de Beeck, Sophie Op; Wynen, Jan; Hondeghem, Annie.

In: International Journal of Public Administration, Vol. 40, No. 2, 2017, p. 192-204.

Research output: Contribution to journalArticleScientificpeer-review

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