Differentiating HR systems' impact
Moderating effects of age on the HR system–work outcome association
Bibliographic Data
| ID | 12167189 |
|---|---|
| Authors | Jörg Korff (Business School University of Mannheim Mannheim Germany, corresponding author), Torsten Biemann (0000-0003-1728-6765, Business School University of Mannheim Mannheim Germany), Sven C Voelpel (0000-0002-7808-3227, Department of Business and Economics Jacobs University Bremen Bremen Germany) |
| Year | 2016 |
| Volume | 38 |
| Issue | 3 |
| Pages | 415-438 |
| Publication date | 2016-08-31 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Journal of Organizational Behavior (JOURNAL) |
| Journal identifiers | ISSN: 0894-3796 • E-ISSN: 1099-1379 |
| Publisher | Wiley (PUBLISHER • GB) |
| DOI | 10.1002/job.2130 |
| OpenAlex | W2514584543 |
| Language | EN |
| Citations received | 5 |
| References cited | 139 |
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. Copyright © 2016 John Wiley & Sons, Ltd
Association (psychology · Human resource management · Human resources · Industrial and organizational psychology · Knowledge management · Management · Moderation · Multilevel model · Organizational commitment · Outcome (game theory · Perspective (graphical · Psychotherapist · Social exchange theory · Work (physics · Work systems · Applied Psychology · Computer Science · Employment and Welfare Studies · Engineering · Job Satisfaction and Organizational Behavior · Psychology · Retirement, Disability, and Employment · Social Psychology
Influence of Development and Maintenance HR Practices on Work Engagement through Learning Goal Orientation
You Win Some, You Lose Some
Organizational Response to Workforce Aging
Age-Related Human Resource Management Policies and Practices
The Moderating Effect of Age on the Association Between High-Performance Work Systems and Employee Performance in Different Work Roles
Manufacturing Advantage
Introducing Multilevel Modeling
Live Longer, Work Longer
A Theory of Indebtedness
Unlocking the black box
Employee Attributions of the “Why” of Hr Practices
Alternative Approaches to the Employee-Organization Relationship
How Does Human Resource Management Influence Organizational Outcomes? A Meta-analytic Investigation of Mediating Mechanisms
The Role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process
Affective Influences on Judgments and Behavior in Organizations
The relationship of age to ten dimensions of job performance.
Perceived organizational support and employee diligence, commitment, and innovation.
Perceived Organizational Support and Leader-Member Exchange
Strategic Human Resources Management
An index of job satisfaction.
The Relationships of Age With Job Attitudes
Age Stereotypes in the Workplace
Organizational citizenship behavior and the quantity and quality of work group performance.
Human Resource Management, Manufacturing Strategy, and Firm Performance.
Human Resource Management and Labor Productivity
Not All Responses to Breach are the Same
Modes of Theorizing in Strategic Human Resource Management
Changing Obligations and the Psychological Contract
An empirical examination of the mechanisms mediating between high-performance work systems and the performance of Japanese organizations.
Lifespan Psychology
A motivational theory of life-span development.
The Work Design Questionnaire (WDQ)
Commitment to organizations and occupations
The Impact of Human Resource Management on Organizational Performance
The Influence of a Sense of Time on Human Development
Developmental changes in personal goal orientation from young to late adulthood
Centering Decisions in Hierarchical Linear Models
How Much Do High‐performance Work Practices Matter? A Meta‐analysis of Their Effects on Organizational Performance
Research and theory on high‐performance work systems
The Impact of Psychological Contract Breach on Work‐related Outcomes
An Overview of the Logic and Rationale of Hierarchical Linear Models
Aging, Adult Development, and Work Motivation
Explained Variance Measures for Multilevel Models
The Impact of High-Performance Human Resource Practices on Employees’ Attitudes and Behaviors
Social exchange in organizations
Reciprocation of perceived organizational support.
Discriminant validation of measures of job satisfaction, job involvement, and organizational commitment.
The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance.
Computational Tools for Probing Interactions in Multiple Linear Regression, Multilevel Modeling, and Latent Curve Analysis
Centering predictor variables in cross-sectional multilevel models
Cutoff criteria for fit indexes in covariance structure analysis
Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-Role Behaviors
Perceived organizational support.
Sample Selection Bias as a Specification Error
Sources of Method Bias in Social Science Research and Recommendations on How to Control It
Perceived organizational support
Affective, Continuance, and Normative Commitment to the Organization
Social Exchange Theory
Human Resources Practices as Predictors of Work‐Family Outcomes and Employee Turnover
Recognizing and Utilizing Expertise in Work Groups
The Difference between Communal and Exchange Relationships
The Effect of Different Forms of Centering in Hierarchical Linear Models
Probing Interactions in Fixed and Multilevel Regression
Development and validation of brief measures of positive and negative affect
A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment
The job satisfaction–job performance relationship
On the incomplete architecture of human ontogeny
The influence of age on the associations between HR practices and both affective commitment and job satisfaction
Interactive effects of personality and organizational politics on contextual performance
Human resource management systems and work attitudes
The structure of work values
The measurement and antecedents of affective, continuance and normative commitment to the organization
The Structure of Reciprocity
Status, Power, and Legitimacy
Taking time seriously
The problem of equivalent models in applications of covariance structure analysis
Exchange and power in social life
Interpersonal attraction in exchange and communal relationships
Social and Psychological Resources and Adaptation
Theoretical propositions of life-span developmental psychology
Status Characteristics and Social Interaction
The Norm of Reciprocity
A Status Value Theory of Power in Exchange Relations
Power in Negotiated and Reciprocal Exchange
Human Resource Bundles and Manufacturing Performance
The Firm's Choice of Hrm Practices
From Status to Power
Status Differences in Cross-Functional Teams
Bringing Emotions Into Social Exchange Theory
Status Organizing Processes
Theoretical Comparisons of Forms of Exchange
Swift Neighbors and Persistent Strangers
Risk and Trust in Social Exchange
Status characteristics and reward expectations
| Citations per year | 0.83 |
|---|---|
| Citation span | 2020 - 2026 (7) |
| Highly cited | No |