Abstract
| Original language | English |
|---|---|
| Number of pages | 21 |
| Journal | International Journal of Human Resource Management |
| DOIs | |
| Publication status | Accepted/In press - 2019 |
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Keywords
- ATTITUDES
- COMMITMENT
- CONSERVATION
- HPWS
- HR PRACTICES
- HUMAN-RESOURCE MANAGEMENT
- IMPACT
- JOB DEMANDS
- MODEL
- PERCEPTIONS
- TURNOVER
- ability
- absenteeism
- and opportunity-enhancing HPWS bundles
- contingency approach
- motivation
- workload
Cite this
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When do bundles of high performance work systems reduce employee absenteeism? The moderating role of workload. / de Reuver, Renee; van de Voorde, Karina; Kilroy, Steven.
In: International Journal of Human Resource Management, 2019.Research output: Contribution to journal › Article › Scientific › peer-review
TY - JOUR
T1 - When do bundles of high performance work systems reduce employee absenteeism?
T2 - The moderating role of workload
AU - de Reuver, Renee
AU - van de Voorde, Karina
AU - Kilroy, Steven
PY - 2019
Y1 - 2019
N2 - Although Human Resource Management (HRM) scholars have frequently called for a more contextualized approach to HRM, there is still a limited understanding of how the HRM-employee outcome relationship varies under different conditions. This study tests a model that positions workload as a moderator of the relationship between perceived skill-, motivation- and opportunity-enhancing High Performance Work Systems (HPWS) and employee absenteeism. Using data from 194 employees, the results revealed that under high workloads, perceived opportunity-enhancing HPWS practices reduce absenteeism. However, workload did not influence the relationship between skill-enhancing and motivation-enhancing HPWS and absenteeism. The findings highlight that demanding work conditions in the form of a high workload can alter the relationship between HRM and key employee outcomes in such a way that the benefits of some HR practices become particularly useful when employees really need them. In addition, the findings underline the need to focus on the differential effects of skill-, motivation- and opportunity-enhancing HPWS practices for a richer understanding of the HRM–employee outcome relationship.
AB - Although Human Resource Management (HRM) scholars have frequently called for a more contextualized approach to HRM, there is still a limited understanding of how the HRM-employee outcome relationship varies under different conditions. This study tests a model that positions workload as a moderator of the relationship between perceived skill-, motivation- and opportunity-enhancing High Performance Work Systems (HPWS) and employee absenteeism. Using data from 194 employees, the results revealed that under high workloads, perceived opportunity-enhancing HPWS practices reduce absenteeism. However, workload did not influence the relationship between skill-enhancing and motivation-enhancing HPWS and absenteeism. The findings highlight that demanding work conditions in the form of a high workload can alter the relationship between HRM and key employee outcomes in such a way that the benefits of some HR practices become particularly useful when employees really need them. In addition, the findings underline the need to focus on the differential effects of skill-, motivation- and opportunity-enhancing HPWS practices for a richer understanding of the HRM–employee outcome relationship.
KW - ATTITUDES
KW - COMMITMENT
KW - CONSERVATION
KW - HPWS
KW - HR PRACTICES
KW - HUMAN-RESOURCE MANAGEMENT
KW - IMPACT
KW - JOB DEMANDS
KW - MODEL
KW - PERCEPTIONS
KW - TURNOVER
KW - ability
KW - absenteeism
KW - and opportunity-enhancing HPWS bundles
KW - contingency approach
KW - motivation
KW - workload
UR - https://app-eu.readspeaker.com/cgi-bin/rsent?customerid=10118&lang=en_us&readclass=rs_readArea&url=https%3A%2F%2Fwww.tandfonline.com%2Fdoi%2Ffull%2F10.1080%2F09585192.2019.1616594
U2 - 10.1080/09585192.2019.1616594
DO - 10.1080/09585192.2019.1616594
M3 - Article
JO - International Journal of Human Resource Management
JF - International Journal of Human Resource Management
SN - 0958-5192
ER -