Differentiating HR systems' impact : moderating effects of age on the HR system–work outcome association

Korff, Jörg ; Biemann, Torsten ; Voelpel, Sven

DOI:	https://doi.org/10.1002/job.2130
URL:	http://onlinelibrary.wiley.com/doi/10.1002/job.213...
Dokumenttyp:	Zeitschriftenartikel
Erscheinungsjahr:	2017
Titel einer Zeitschrift oder einer Reihe:	Journal of Organizational Behavior : OB
Band/Volume:	38
Heft/Issue:	3
Seitenbereich:	415-438
Ort der Veröffentlichung:	Chichester, Sussex
Verlag:	Wiley
ISSN:	0894-3796 , 1099-1379
Sprache der Veröffentlichung:	Englisch
Einrichtung:	Fakultät für Betriebswirtschaftslehre > ABWL, Personalmanagement u. Führung (Biemann 2013-)
Fachgebiet:	330 Wirtschaft
Abstract:	Combining the macro perspective of strategic human resource (HR) management with applied psychology's micro approaches, this paper helps to differentiate the effects of HR practices on individual-level outcomes by introducing two distinct HR practice bundles. We draw on social exchange theory to hypothesize (i) main effects of both growth-enhancing and maintenance-enhancing bundles on affective organizational commitment and in-role behavior and (ii) moderating effects of age and maintenance-enhancing practices on work outcomes, such that increasing employee age attenuates the positive impact of HR practices. The results of a multilevel study comprising 600 employees and their direct supervisors in 64 business units provide support for the hypothesized main effects on affective commitment and the interaction between age and maintenance-enhancing practices on work outcomes. We discuss the results, theoretical contributions, and practical implications of the study, as well as future research directions.