A multi-actor perspective on the effectiveness of human resource management implementation: an empirical analysis based on the ability-motivation-opportunity framework
Impacte
Scholar |
Altres documents de l'autoria: Salvador, Alejandro; Bou-Llusar, Juan Carlos; Beltrán-Martín, Inmaculada
Metadades
Mostra el registre complet de l'elementcomunitat-uji-handle:10234/9
comunitat-uji-handle2:10234/8645
comunitat-uji-handle3:10234/8646
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INVESTIGACIONMetadades
Títol
A multi-actor perspective on the effectiveness of human resource management implementation: an empirical analysis based on the ability-motivation-opportunity frameworkData de publicació
2023-01-02Editor
Taylor and Francis Group; RoutledgeISSN
0958-5192; 1466-4399Cita bibliogràfica
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: 10.1080/09585192.2022.2163855Tipus de document
info:eu-repo/semantics/articleVersió
info:eu-repo/semantics/acceptedVersionParaules clau / Matèries
Resum
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. [-]
Entitat finançadora
Ministerio de Ciencia, Innovación y Universidades
Codi del projecte o subvenció
GC2018-099040-B-I00
Drets d'accés
info:eu-repo/semantics/embargoedAccess
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