Mixed signals in HRM: the HRM role of hospital line managers1
Abstract
Recently, Haggerty and Wright suggested that HR could be reconceptualised as signals sent to employees rather than practices. We examine this novel approach and consider how it fits in the practice. In hospitals, ward managers are intermediaries in relation to signals that are passed between upper managers and their staff. We discuss to what extent ward managers have the analytical and functional skills required to interpret and convey complex signals to the staff under their jurisdiction. We draw conclusions about the role of ward managers in the HR function of hospitals. There are theoretical and practical implications for the role of line managers more generally, beyond the hospital context.
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Supervisor support will be positively related to HRM (AI) routinisation.
“Research Proposition 8(a-d): Supervisor support will be positively related to HRM (AI) , (a) initiation, (b) adoption, (c) routinisation, and (d) extension.”
From AI-augmented HRM: Antecedents, assimilation and multilevel consequences (2023) · cites this paper as Townsend et al., 2012
Supervisor support will be positively related to HRM (AI) initiation.
“Research Proposition 8(a-d): Supervisor support will be positively related to HRM (AI) , (a) initiation, (b) adoption, (c) routinisation, and (d) extension.”
From AI-augmented HRM: Antecedents, assimilation and multilevel consequences (2023) · cites this paper as Townsend et al., 2012
Supervisor support will be positively related to HRM (AI) extension.
“Research Proposition 8(a-d): Supervisor support will be positively related to HRM (AI) , (a) initiation, (b) adoption, (c) routinisation, and (d) extension.”
From AI-augmented HRM: Antecedents, assimilation and multilevel consequences (2023) · cites this paper as Townsend et al., 2012
Supervisor support will be positively related to HRM (AI) adoption.
“Research Proposition 8(a-d): Supervisor support will be positively related to HRM (AI) , (a) initiation, (b) adoption, (c) routinisation, and (d) extension.”
From AI-augmented HRM: Antecedents, assimilation and multilevel consequences (2023) · cites this paper as Townsend et al., 2012
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Veld, M. (2012) · RePub (Erasmus University Rotterdam) · Cited by 7 · see citing works
Metallo, C., Agrifoglio, R., & Ferrara, M. (2021) · Springer eBooks · doi:10.1007/978-981-16-7099-2_5 · Cited by 5 · see citing works
Propozycja nowego sposobu analizy i doskonalenia ZZL w małej firmie sieciowej
Strużyna, J. (2013) · Zarządzanie Zasobami Ludzkimi · Cited by 4 · see citing works
Shah, M. (2021) · Journal of Business & Tourism · doi:10.34260/jbt.v6i2.153 · Cited by 3 · see citing works
Human Resource Management’s Contribution to Healthy Healthcare
Guest, D. E., & de Lange, A. H. (2020) · Springer eBooks · doi:10.1007/978-3-030-59467-1_5 · Cited by 2 · see citing works
Strength of HR signals and intent to stay: mediating role of psychological contract fulfillment
Bandyopadhyay, C., & Srivastava, K. B. L. (2022) · Evidence-based HRM a Global Forum for Empirical Scholarship · doi:10.1108/ebhrm-12-2021-0251 · Cited by 2 · see citing works
Le découplage de la GRH comme regulation du secteur sanitaire
Mainhagu, S. (2023) · Journal de gestion et d économie médicales · doi:10.54695/jges.225.0369 · Cited by 2 · see citing works
Enacting the HRM Role: What Matters to Line Managers?
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Reallocation of HR Functions: A Study of HR Effectiveness in Banking Sector
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Line Managers' Involvement in HRM Activities: A Malaysian Case Study
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Organisasjonssignalers innvirkning på den psykologiske kontrakten sent i karrieren
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A Systems and Behavioural Perspective of Managing Employee Voice
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Perceptions of and Reactions to the HR Implementation Process in Nigeria
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Healthcare Administration and Management in Current Scenario
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Self-citationHR Support for Enhanced Small Firm Performance
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Townsend, K., Pak, J., Loudoun, R. J., Cafferkey, K., & Ghaleh, H. H. (2026) · The International Journal of Human Resource Management · doi:10.1080/09585192.2026.2697251
Self-citation
- Authors
- Townsend, K., Wilkinson, A., Allan, C., & Bamber, G.
- Affiliations
- Griffith University (AU)
- Monash University (AU)
- Corresponding author
- Townsend, Keith
- Venue
- Human Resource Management Journal
- Publisher
- Wiley
- Published
- 2011-04-21
- Volume
- 22
- Issue
- 3
- Pages
- 267-282
- ISSN
- 0954-5395 (ISSN-L)
- 1748-8583
- OpenAlex
- W1541100405
- Cited by
- 94
- References
- 54
- Citations by year
- 2026: 1 · 2025: 3 · 2024: 5 · 2023: 7 · 2022: 7 · 2021: 12 · 2020: 12 · 2019: 6 · 2018: 4 · 2017: 5 · 2016: 9 · 2015: 10 · 2014: 4 · 2013: 5 · 2012: 3
- FWCI
- 7.65
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Human Resource Management Journal (publishedVersion)
- Griffith Research Online (submittedVersion)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Human Resource and Talent Management
- Health Sciences › Health Professions › General Health Professions › Health Services Management and Policy
- Social Sciences › Business, Management and Accounting › Strategy and Management › Organizational Leadership and Management Strategies
- Keywords
- human resource management, ward managers, line managers, hospital management, HRM roles, internal communication, top management
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