The DOI matches its Crossref record; 11 of the 11 references it cites were found in a registry or an index.
HRM, Communication, Satisfaction, and Perceived Performance: A Cross-Level Test
Abstract
Employee perceptions of HR practices are often assumed to play an important mediating role in the relationship between HR systems and HR outcomes. In a multisource, multilevel study of 2,063 employees and 449 managers in 119 branches of a single large firm, the authors tested how managers’ perceptions of the HR practices implemented in the unit relate to employee perceptions of these HR practices. The authors’ main aim is to explore managers’ communication quality as a moderator of the relationship between manager-rated and employee-rated HR practices. They also tested whether perceived human resource management (HRM) perceptions in turn relate to perceived unit performance and satisfaction. Multilevel structural equation modeling analyses showed that HRM perceptions mediated the relationship between implemented HRM and both satisfaction and unit performance and that communication moderated the relationship between manager-rated and employee-rated HRM. These findings contribute to scholars’ understanding of how HRM affects employee-related outcomes.
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Cites
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Signaling Theory: A Review and Assessment
Connelly, B. L., Certo, S. T., Ireland, R. D., & Reutzel, C. R. (2011) · Journal of Management · doi:10.1177/0149206310388419 · Cited by 6,735
Estimating within-group interrater reliability with and without response bias
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Understanding HRM–Firm Performance Linkages: The Role of the “Strength” of the HRM System
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“HR practices are most likely to lead to desired outcomes when these are consistently perceived by employees in intended ways (Bowen & Ostroff, 2004).”
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Cited by
Conceptualising the future of HRM and technology research
Bondarouk, T., & Brewster, C. (2016) · The International Journal of Human Resource Management · doi:10.1080/09585192.2016.1232296 · Cited by 438
Waldkirch, M., Bucher, E., Schou, P. K., & Grünwald, E. (2021) · The International Journal of Human Resource Management · doi:10.1080/09585192.2021.1914129 · Cited by 173
“Here, we follow a commonly-used framing (Bamberger et al., 2014; Den Hartog et al., 2013; Sun et al., 2007) that bundles HRM policies and practices into people flow , appraisal and rewards as well as employment relations .”
BackgroundMethodAlingh, C. W., van Wijngaarden, J. D. H., van de Voorde, K., Paauwe, J., & Huijsman, R. (2019) · BMJ Quality & Safety · doi:10.1136/bmjqs-2017-007163 · Cited by 150
The "HR–line-connecting HRM system" and its effects on employee turnover
Kim, S., Su, Z., & Wright, P. M. (2018) · Human Resource Management · doi:10.1002/hrm.21905 · Cited by 47
Almadana, A. V., Suharnomo, S., & Perdhana, M. S. (2022) · Journal of Workplace Learning · doi:10.1108/jwl-05-2021-0058 · Cited by 14
Metadata
- Authors
- Den Hartog, D. N., Boon, C., Verburg, R. M., & Croon, M. A.
- Venue
- Journal of Management
- Publisher
- SAGE Publications
- Published
- 2012-04-03
- Volume
- 39
- Issue
- 6
- Pages
- 1637-1665
- ISSN
- 0149-2063 (ISSN-L)
- 1557-1211
- OpenAlex
- W2131149454
- Cited by
- 396
- References
- 11
- FWCI
- 32.10
- Type
- journal article
- Language
- en
- Open access
- closed
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- Den Hartog, D. N., Boon, C., Verburg, R. M., & Croon, M. A. (2013). HRM, Communication, Satisfaction, and Perceived Performance: A Cross-Level Test. Journal of Management. https://doi.org/10.1177/0149206312440118
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Bibliographic data: Semantic Scholar, OpenAlex, Crossref.
Contains information from the Semantic Scholar Academic Graph Datasets, made available under the ODC Attribution License (ODC-BY 1.0).
Semantic Scholar’s data is described in: Kinney, R., et al. (2023). The Semantic Scholar Open Data Platform. arXiv:2301.10140.
