Variability in HRM implementation among line managers and its effect on performance: a 2-1-2 mediational multilevel approach
Over the last few decades, a substantial body of research has examined the relationship between human resource management (HRM) and performance. However, little attention has been given to the implementation of HRM, although an HR policy can be implemented in various ways within an organization. In addressing recent calls in the literature to examine this issue more closely, we study the role of line managers in implementing HRM and the influence of employees' perceptions of HRM. In a multilevel study of 315 employees and 41 line managers drawn from various work-units of a Dutch municipality, we tested whether HR practices, as implemented by line managers, affect employees' perceptions of HRM and whether these perceptions in turn relate to perceived unit performance. The analysis shows that implemented HR practices differed between work-units. More specifically, our study shows that these differences can be explained by a line manager's leadership style. Moreover, our findings indicate that employees' perceptions of the HR practices implemented mediate the relationship between the HR practices implemented by line managers and perceived unit performance. These findings contribute to our understanding of how HRM affects performance.
|HRM implementation, implemented HR practices, perceived HR practices, perceived unit performance, transformational leadership|
|International Journal of Human Resource Management|
|Organisation||Department of Public Administration|
Vermeeren, B. (2014). Variability in HRM implementation among line managers and its effect on performance: a 2-1-2 mediational multilevel approach. International Journal of Human Resource Management. doi:10.1080/09585192.2014.934891