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The Link between Perceived Human Resource Management Practices, Engagement and Employee Behaviour: A Moderated Mediation Model

Alfes, Kerstin, Shantz, Amanda, Truss, Catherine, Soane, Emma (2013) The Link between Perceived Human Resource Management Practices, Engagement and Employee Behaviour: A Moderated Mediation Model. International Journal of Human Resource Management, 24 (2). pp. 330-351. ISSN 0958-5192. (doi:10.1080/09585192.2012.679950) (The full text of this publication is not currently available from this repository. You may be able to access a copy if URLs are provided) (KAR id:29661)

The full text of this publication is not currently available from this repository. You may be able to access a copy if URLs are provided. (Contact us about this Publication)
Official URL:
http://dx.doi.org/10.1080/09585192.2012.679950

Abstract

This study contributes to our understanding of the mediating and moderating processes

through which human resource management (HRM) practices are linked with

behavioural outcomes. We developed and tested a moderated mediation model linking

perceived HRM practices to organisational citizenship behaviour and turnover

intentions. Drawing on social exchange theory, our model posits that the effect of

perceived HRM practices on both outcome variables is mediated by levels of employee

engagement, while the relationship between employee engagement and both outcome

variables is moderated by perceived organisational support and leader–member

exchange. Overall, data from 297 employees in a service sector organisation in the UK

support this model. This suggests that the enactment of positive behavioural outcomes,

as a consequence of engagement, largely depends on the wider organisational climate

and employees’ relationship with their line manager. Implications for practice and

directions for future research are discussed.

Item Type: Article
DOI/Identification number: 10.1080/09585192.2012.679950
Uncontrolled keywords: employee engagement; leader–member exchange; organisational citizenship behaviour; perceived HRM practices; perceived organisational support; turnover intentions
Subjects: H Social Sciences > H Social Sciences (General)
Divisions: Divisions > Kent Business School - Division > Kent Business School (do not use)
Depositing User: Catherine Norman
Date Deposited: 19 Jun 2012 13:45 UTC
Last Modified: 16 Feb 2021 12:40 UTC
Resource URI: https://kar.kent.ac.uk/id/eprint/29661 (The current URI for this page, for reference purposes)

University of Kent Author Information

Truss, Catherine.

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