Employee Perceptions of HRM System Strength: Examining Outcome and Boundary Conditions Among HR and Non-HR Employees
Document Type
Article
Publication Date
9-7-2021
Abstract
Purpose
Studies have explored perceptions of human resource management (HRM) system strength and how they can relate to employee-level outcomes. However; the authors understand little about the boundary conditions for such relationships. Here; the authors apply signaling theory to explain the relationship between HRM system strength and affective commitment as well as the role of an organization's communication climate and organizational collectivism.
Design/methodology/approach
The authors conducted an initial study among HR practitioners (N = 115) to determine their perception of HRM system strength; its outcomes and boundary conditions. The authors then conducted a second study to increase the reliability of our earlier findings by focusing on non-HR employees (N = 179).
Findings
The findings in both studies indicate that employee perceptions of HRM system strength positively and significantly relate to affective commitment. Moreover; the results show support for the moderating roles of both communication climate and organizational collectivism. These findings are novel and extend the nomological network of employee perceived HRM system strength.
Originality/value
These findings offer valuable practical insights regarding approaches to strengthen the relationship between HRM system strength and affective commitment. In particular; we offer practical recommendations pointing to the relevance of improving the communication climate as well as the sense of belonging within the organization (organizational collectivism).
Recommended Citation
Presbitero, A. Teng-Calleja, M. & Farndale, E. (2021). Employee perceptions of HRM system strength: Examining outcome and boundary conditions among HR and non-HR employees. Personnel Review. https://doi.org/10.1108/PR-12-2020-0878
