A multi-actor perspective on the effectiveness of human resource management implementation: an empirical analysis based on the ability-motivation-opportunity framework
Impacto
Scholar |
Otros documentos de la autoría: Salvador, Alejandro; Bou-Llusar, Juan Carlos; Beltrán-Martín, Inmaculada
Metadatos
Mostrar el registro completo del ítemcomunitat-uji-handle:10234/9
comunitat-uji-handle2:10234/8645
comunitat-uji-handle3:10234/8646
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INVESTIGACIONMetadatos
Título
A multi-actor perspective on the effectiveness of human resource management implementation: an empirical analysis based on the ability-motivation-opportunity frameworkFecha de publicación
2023-01-02Editor
Taylor and Francis Group; RoutledgeISSN
0958-5192; 1466-4399Cita bibliográfica
Alejandro Salvador-Gómez, Juan Carlos Bou-Llusar & Inmaculada Beltrán-Martín (2023) A multi-actor perspective on the effectiveness of human resource management implementation: an empirical analysis based on the ability-motivation-opportunity framework, International Journal of Human Resource Management, 34:20, 3963-4002. DOI: 10.1080/09585192.2022.2163855Tipo de documento
info:eu-repo/semantics/articleVersión
info:eu-repo/semantics/acceptedVersionPalabras clave / Materias
Resumen
This study is based on the assumption that human resource (HR) practices are implemented through interactions between a variety of actors involved in the process. Novel insights emerge from the analysis of how inter ... [+]
This study is based on the assumption that human resource (HR) practices are implemented through interactions between a variety of actors involved in the process. Novel insights emerge from the analysis of how interactions between HR managers, line managers (LMs) and employees result in effective implementation of HR practices. Drawing on the ability-motivation-opportunity (AMO) framework, the aim of the study is twofold. First, we investigate the extent to which HR department initiatives—classified into HR ability-enhancing, HR motivation-enhancing and HR opportunity-enhancing—increase LMs’ perceived ability, motivation and opportunity to perform in human resource management (HRM). Second, we analyse the role of LMs’ AMO on the effective implementation of HR practices assessed in terms of employees’ satisfaction with HR practices. We collected data from the HR manager, the line manager and between two and five employees (in total 302 employees) in each of the 100 Spanish companies in our sample. Our results reveal that HR motivation-enhancing initiatives increase LMs’ motivation; and HR opportunity-enhancing initiatives improve LMs’ perceived ability, motivation and opportunity, and indirectly the effectiveness of HRM implementation. We also found that LMs’ opportunity is a crucial factor in improving the effectiveness of HR practice implementation. Implications for research and practices are discussed. [-]
Entidad financiadora
Ministerio de Ciencia, Innovación y Universidades
Código del proyecto o subvención
GC2018-099040-B-I00
Derechos de acceso
info:eu-repo/semantics/embargoedAccess
Aparece en las colecciones
- EMP_Articles [455]