HRM and Performance - Peccei, R. & Vd Voorde, K., 2014
8 important questions on HRM and Performance - Peccei, R. & Vd Voorde, K., 2014
What are the main findings regarding the AMO framework (through the enhancement of employee skills, motivation and opportunity to contribute at work)?
However, Subramony and Jiang measured that HPWS combination of the 3 bundles performed less well than the 3 bundles separately, therefore decomposing might be important to gain a better understanding of the HRM performance link
What does the Performance dimensions of Mutual gains model include ?
What does the Performance dimensions of Conflicting outcome model include ?
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With regards to the performance dimensions of mutual gains and conflicting outcome model, which provides greater empirical evidence?
To which theory are the different parts of the AMO framework linked?
Motivation - social exchange theory
Opportunity - job design/empowerment theory
The Strategic HRM Process model (intended - actual - perceived HR practices) is linked to the attribution theory. However what does this theory entail?
There are two main approaches to the HRM-performance relationship (moderator), regarding best practice and contingency approach. What in this case is meant with the best practices ?
There are two main approaches to the HRM-performance relationship (moderator), regarding best practice and contingency approach. What in this case is meant with the contingency approach ?
The question on the page originate from the summary of the following study material:
- A unique study and practice tool
- Never study anything twice again
- Get the grades you hope for
- 100% sure, 100% understanding
