The role of employee HR attributions in the relationship between high-performance work systems and employee outcomes

K. van de Voorde, S.E. Beijer

Research output: Contribution to JournalArticleAcademicpeer-review

Abstract

Although research has shown that the use of high-performance work systems (HPWS) is associated with employee outcomes, our knowledge of the meanings employees attach to HPWS systems and how these shape employee outcomes is still limited. This study examines the signalling impact of enacted HPWS on HR well-being and HR performance attributions, and how these influence happiness- and health-related outcomes. Using multilevel data (1,065 employees nested within 150 work units) obtained from multiple sources (line managers and employees), our results show that coverage of HPWS was positively associated with the two HR attributions. In addition, HR well-being attributions were associated with higher levels of commitment and lower levels of job strain. HR performance attributions were associated with higher levels of job strain. The findings of this study highlight the importance of taking into account how employees attach meaning to enacted HPWS in order to predict employee outcomes.
Original languageEnglish
Pages (from-to)62-78
JournalHuman Resource Management Journal
Volume25
Issue number1
DOIs
Publication statusPublished - 2015

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High performance work systems
Attribution
Employees
Well-being
Performance attribution
Job strain
Line managers
Health
Happiness

Cite this

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abstract = "Although research has shown that the use of high-performance work systems (HPWS) is associated with employee outcomes, our knowledge of the meanings employees attach to HPWS systems and how these shape employee outcomes is still limited. This study examines the signalling impact of enacted HPWS on HR well-being and HR performance attributions, and how these influence happiness- and health-related outcomes. Using multilevel data (1,065 employees nested within 150 work units) obtained from multiple sources (line managers and employees), our results show that coverage of HPWS was positively associated with the two HR attributions. In addition, HR well-being attributions were associated with higher levels of commitment and lower levels of job strain. HR performance attributions were associated with higher levels of job strain. The findings of this study highlight the importance of taking into account how employees attach meaning to enacted HPWS in order to predict employee outcomes.",
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The role of employee HR attributions in the relationship between high-performance work systems and employee outcomes. / van de Voorde, K.; Beijer, S.E.

In: Human Resource Management Journal, Vol. 25, No. 1, 2015, p. 62-78.

Research output: Contribution to JournalArticleAcademicpeer-review

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