Strategic HR system differentiation between jobs: the effects on firm performance and employee outcomes -- Schmidt et al, 2017
11 important questions on Strategic HR system differentiation between jobs: the effects on firm performance and employee outcomes -- Schmidt et al, 2017
What is the aim and research question of this study? (Schmidt et al., 2017)
What is meant with the universal approach/perspective with regards to this article? (Schmidt et al., 2017)
What is meant with the contingency approach/perspective with regards to this article? (Schmidt et al., 2017)
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This study is divided into two different studies, what does study 1 do? (Schmidt et al., 2017)
What does the second study do within this article? (Schmidt et al., 2017)
What are the three contributions of study? (Schmidt et al., 2017)
- Develop theory about how HR system architecture influences employee and firm-level outcomes
- helps to bridge the micro/macro divide in the literature by collecting firm-level data from senior managers and frontline employee attitudes from two different samples
- practical implications by clarifying the types of costs that need to be considered by organisational decision-makers when determining how to allocate HR investments
What are the main variables of study one: which focuses on HR system differentiation between occupations within the same establishments? (Schmidt et al., 2017)
What does the social exchange theory entail? (Schmidt et al., 2017) Scholars have applied this theory in order to explain how investments in HPWS engender greater loyalty and lower turnover among employees
Study 2 examined employee perceptions and attitudes about the fairness of HPWS differentiation between occupations within the organisation and how these attitudes may impact turnover intentions and organisational citizenship behaviours.
Herewith in regards to employee perception of strategic HR system differentiation the social comparison theory is suggested, what does this suggest? (Schmidt et al., 2017)
Suggests that people compare themselves to others to make a relative evaluation about their standing on salient attributions and outcomes. So they evaluate the favourability of HR practices compared to:
- others in their organisations
- others in other occupations
What does the group value model entail? (Schmidt et al., 2017)
What does the group engagement model entail? (Schmidt et al., 2017)
Leading to:
- Higher levels of commitment
- Higher levels of engagement
- Discretionary helping behaviour
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