1. More roads lead to Rome: HR configurations and employee sustainability outcomes in public sector organizations
- Author
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Schouteten, Roel, van der Heijden, Beate, Peters, Pascale, Kraus-Hoogeveen, Sascha, Heres - van Rossum, Leonie, Management studie en HRM, UU LEG Research USG Public Matters, Management studie en HRM, and UU LEG Research USG Public Matters
- Subjects
Knowledge management ,SATISFACTION ,IMPACT ,Geography, Planning and Development ,earth ,Renewable energy sources ,fuzzy set Qualitative Comparative Analysis (fsQCA) ,Equifinality effect ,synergistic effect ,GE1-350 ,Empirical evidence ,HUMAN-RESOURCE MANAGEMENT ,Environmental effects of industries and plants ,Geography ,Policy and Law ,Qualitative comparative analysis ,Fuzzy set qualitative comparative analysis (fsQCA) ,Public sector ,Employee outcomes ,Management ,Job satisfaction ,Institute for Management Research ,Monitoring ,Ability motivation opportunity (AMO) model ,Public sector organizations ,public sector organizations ,TJ807-830 ,TRANSFORMATIONAL LEADERSHIP ,Energy Engineering and Power Technology ,Environmental Science (miscellaneous) ,Management, Monitoring, Policy and Law ,TD194-195 ,PERFORMANCE WORK PRACTICES ,Business and Economics ,SYSTEMS ,Renewable Energy ,Human resources ,business ,METAANALYSIS ,Planning and Development ,Sustainability and the Environment ,business.industry ,Renewable Energy, Sustainability and the Environment ,Environmental sciences ,Ability Motivation Opportunity (AMO) model ,Transformational leadership ,Human resource management ,Sustainability ,employee outcomes ,LINK ,Synergistic effect ,COMMITMENT ,equifinality effect ,HR configurations - Abstract
Contains fulltext : 239206.pdf (Publisher’s version ) (Open Access) In linking human resource management (HRM) to organizational sustainability, linear variance-based methods are not suited for addressing the complexity of how various HRM practices interact and have an impact on sustainability outcomes for multiple stakeholders. However, so far, empirical evidence for a configurational approach, acknowledging synergy and equifinality between various practices, is scant. Therefore, this study aims to provide empirical evidence for synergistic effects and equifinality in the link between sustainable HRM practices and employee sustainability outcomes. Building on the Ability Motivation Opportunity (AMO) model, this study adopts a configurational approach to unveil how sustainable HRM practices, in various combinations and in different ways, can impact employee sustainability outcomes (commitment and job satisfaction). The study applied a fuzzy set Qualitative Comparative Analysis (fsQCA) on a secondary data set consisting of employee surveys in 30 Dutch public sector organizations. The findings reveal that combinations of various AMO-enhancing practices are especially conducive to commitment and job satisfaction. Moreover, aligning these practices with work context factors (transformational leadership style and low work pressure) can lead to relatively high levels of commitment and job satisfaction. This study indicates that configuration matters and that there is not one best way to achieve employee sustainability outcomes. This leaves ample leeway for human resource managers to design a suitable and integrative HRM system for their own organization. 01 november 2021
- Published
- 2021