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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

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

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

engagement, while the relationship between employee engagement and both outcome

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

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

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: Faculties > Social Sciences > Kent Business School > Industrial Relations/HRM
Depositing User: Catherine Norman
Date Deposited: 19 Jun 2012 13:45 UTC
Last Modified: 29 May 2019 09:02 UTC
Resource URI: https://kar.kent.ac.uk/id/eprint/29661 (The current URI for this page, for reference purposes)
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