The employee perspective on HR practices: A systematic literature review, integration and outlook

Beurden, Jeske Van; Voorde, Karina Van De; Veldhoven, M.J.P.M. van

doi:10.1080/09585192.2020.1759671

Cited by 94 publications

(127 citation statements)

References 85 publications

(99 reference statements)

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“…In particular, it aims at indicating how team satisfaction works in relationship with other variables that define employee efforts in securing well-being. The study is in line with extant researchers who focus on examining perceptions of HR practices from the perspective of employee themselves [8,9,10,11]. The rationale behind the approach used in this study is that knowledge of the role of teamwork on employees' behavioral and attitudinal outcomes is still evolving due to mixed results as indicated in the extant literature.…”

Section: Introductionsupporting

confidence: 52%

The Association between Team Satisfaction and Work-Family Conflict: The Mediating Role of Flexible Work Options and Job Demands

Mkamwa

2020

JEMT

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This study examined the link between team satisfaction and work-family conflict and explored the mediating effects of flexible work options and job demands in this relationship. It consisted of a survey among employees from five Irish companies. The sample consisted of 220 employees, a response rate of 53%. Overall, findings showed that team satisfaction had a negative association with work-family conflict and negatively predicted work-family conflict; the Beta Coefficient for this regression was -.17, t(199) = -2.547, p < .05). Similarly, team satisfaction demonstrated direct effects = -.25, SE = .09, p < .01, 95%CI = -.43 and -.07; and total effects = -.33, SE = 0.95, p < .001, 95% CI = -.52 and -.14 on work-family conflict. The study further found an indirect effect of team satisfaction on work-family conflict through pace of the tasks which is an aspect of job demands; indirect effect = -.06, SE = .032, 95% (Bootstrap CI) = -.13 and -.01. Practical implications and future research lines are discussed.

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Section: Introductionsupporting

confidence: 52%

The Association between Team Satisfaction and Work-Family Conflict: The Mediating Role of Flexible Work Options and Job Demands

Mkamwa

2020

JEMT

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“…It would also be of great interest to assess the importance of organizational climate (Clarke, 2006;Gould-Williams, 2007) or organizational culture (Alvesson, 2002;Su, Baird, & Blair, 2009;Taylor, 2014) as interacting variables between NWW and various work outcomes. Other important variables are frequently used in HR-management studies, including leadership (Alimo-Metcalfe et al, 2008; and HR attributes (Beurden et al, 2020), both of which may moderate or mediate the NWW and work outcomes relationship. Finally, sectoral differences (e.g., between private and public organizations) may be of interest, as HR results frequently differ between them (Perry & Hondeghem, 2008).…”

Section: Lack Of a Systematic Research Modelmentioning

confidence: 99%

The Impact of New Ways of Working on Organizations and Employees: A Systematic Review of Literature

Renard¹,

Cornu²,

Emery³

et al. 2021

Preprint

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A new research stream emerged in the 2000s dedicated to flexible work arrangements in public and private organizations, called “new ways of working” (NWW). This article aims to examine NWW from both a theoretical and empirical perspective, focusing on outcomes of this new concept and the debate between “mutual gains” vs. “conflicting outcomes.” Through a literature review, it examines this research field’s innovation and its rather vague theoretical foundations. Findings demonstrate that NWW definitions are diverse and somewhat imprecise, leading to fragmented research designs and findings; the research stream’s theoretical foundations should be better addressed. Findings also highlight the current lack of empirical data, which therefore does not allow any real conclusions on NWW’s effects on employees’ and organizations’ well-being and performance.

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“…Researchers tried to explain situations wherein the same HRM practice leads to different results for particular employees with regard to position and status in the organisation or differences in perceptions of HPWSs (Liao et al, 2009). Third, previous analyses indicated a need for a precise definition of the manner in which an HPWS is studieddescriptively or evaluatively (Van Beurden et al, 2021). This is because it has significant consequences for the interpretation of the achieved results.…”

Section: Hpwss and Employee Performance In Kibs Companiesmentioning

confidence: 99%

HPWSs and employee performance in KIBS companies: a mediating–moderating analysis

Wojtczuk‐Turek

Turek

2021

BJM

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PurposeThe purpose of this paper is to discuss relationships between high-performance work systems (HPWSs) and productive/counterproductive behaviours initiated and performed by employees. Using the ability, motivation and opportunities (AMO) theoretical framework, the authors described how an HPWS influences employee behaviours. The authors suggest that HPWSs could increase productive work behaviour and decrease counterproductive behaviours by mediating employees' affective commitment and moderating their self-efficacy.Design/methodology/approachThis study is based on data from 563 questionnaires, which were completed using the computer-assisted telephone interview method. The respondents were knowledge workers, representing companies of various sizes in the Knowledge-Intensive Business Service (KIBS) sector in Poland. Statistical verification of the mediation and moderation analyses was conducted with macro PROCESS (ver. 3.3).FindingsThis research confirmed a significant statistical relationship between all examined variables. It has been shown that HPWSs influence productive and counterproductive behaviours both directly and indirectly through mediation of affective commitment. The statistical analysis also confirmed the study’s hypothesis that self-efficacy moderates relationships between an HPWS and employee behaviours.Research limitations/implicationsThis study has two limitations: its cross-sectional design and the use of self-reported questionnaire data.Originality/valueThis study is the first to explore mediating mechanisms between HPWSs and employee performance in the context of the KIBS companies in Poland. The results indicate that HPWSs are important antecedents of productive and counterproductive behaviours among knowledge workers.

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The employee perspective on HR practices: A systematic literature review, integration and outlook

Cited by 94 publications

References 85 publications

The Association between Team Satisfaction and Work-Family Conflict: The Mediating Role of Flexible Work Options and Job Demands

The Association between Team Satisfaction and Work-Family Conflict: The Mediating Role of Flexible Work Options and Job Demands

The Impact of New Ways of Working on Organizations and Employees: A Systematic Review of Literature

HPWSs and employee performance in KIBS companies: a mediating–moderating analysis

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