Employee Perception on Commitment Oriented Work Systems
Human resource management (HRM) does matter! Prior empirical research, summarized and classified in the work of Delery and Doty (1996), Guest (1997) and Boselie et al. (2000), suggests significant impact of HRM on the competitive advantage of organizations. The mainstream research on this topic reveals encouraging results on organizational level. Further research on the perception of the individual employee may reveal new insights in the effectiveness of HRM in organizations. Now we have the opportunity to study recent empirical data of a Dutch employment agency. These data on individual employee level provide us new insights in the perception of commitment oriented HR systems and their relationship with perceived job security and employee trust. High scores on employee participation, payment system, training and development, information sharing, and support of the direct supervisor result in employee trust and high scores on perceived job security.
|Keywords||commitment (versus control) systems, employee trust, human resource management, perceived job security, performance|
|Publisher||Erasmus Research Institute of Management (ERIM)|
Boselie, J.P.P.E.F., Hesselink, M., Paauwe, J., & van der Wiele, A.. (2001). Employee Perception on Commitment Oriented Work Systems (No. ERS-2001-02-ORG). Erasmus Research Institute of Management (ERIM). Retrieved from http://hdl.handle.net/1765/68