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...
Document Type: Article
Year of publication: 2017
The title of a journal, publication series: Journal of Organizational Behavior : OB
Volume: 38
Issue number: 3
Page range: 415-438
Place of publication: Chichester, Sussex
Publishing house: Wiley
ISSN: 0894-3796 , 1099-1379
Publication language: English
Institution: Business School > ABWL, Personalmanagement u. Führung (Biemann 2013-)
Subject: 330 Economics
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.

Dieser Eintrag ist Teil der Universitätsbibliographie.

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