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This study investigates whether employee perceptions of High Involvement Work Systems (HIWS) mediate the positive relationship between implemented-HIWS and the parallel outcomes of employee well-being and organisational performance. To test these relationships, data was collected from 20,646 employees and 2066 managers in 198 organisations from Spanish industrial companies (mainly small and medium enterprises, SMEs). Results from a 2-1-2 multilevel structural equation modelling analysis showed that implemented-HIWS are positively related to perceived-HIWS, which in turn, are positively associated with both financial performance and the well-being outcomes of job satisfaction and positive affect while being negatively associated with the well-being outcome of negative affect. Finally, the study also showed a direct negative effect of implemented-HIWS on job satisfaction suggesting that the source from which HIWS are rated matters for their consequences on some well-being outcomes. We discuss the implications of these results for theory and practice.

Hoe werknemers HR-activiteiten beleven, is belangrijk voor organisaties. Uit wetenschappelijke litera- tuur blijkt namelijk dat de werknemersbeleving van HR-activiteiten van cruciaal belang is om beoogde doelen van geïmplementeerd HR-beleid te behalen. In dit artikel, dat gebaseerd is op de belangrijkste resultaten van een promotieonderzoek, wordt ingegaan op vier uitdagingen waarmee (HR-)managers en onderzoekers worden geconfronteerd als het gaat om de werknemersbeleving van HR-activiteiten. De vier uitdagingen, geformuleerd in vraagvorm, zijn: (1) wat verstaan we onder de werknemersbele- ving van HR-activiteiten? (2) hoe beïnvloedt de werknemersbeleving van (bundels van) HR-activiteiten werknemersuitkomsten (bijvoorbeeld bevlogenheid en betrokkenheid van de werknemer bij de organi- satie)? (3) hoe beïnvloedt de aansluiting van de aangeboden HR-activiteiten op de behoeften van de werknemer de werknemersuitkomsten? en (4) hoe beïnvloedt overeenstemming tussen de HR-beleving van werknemers en managers de werknemersuitkomsten? Tot slot worden de praktische implicaties van de resultaten van het proefschrift besproken.

With the growing number of studies investigating employee perceptions of HR practices, the field of SHRM is challenged with monitoring how cumulative insights develop. This paper presents a systematic review on employee perceptions of HR practices in terms of 1) how they are examined (as an antecedent, mediator, or outcome), 2) the theoretical perspectives that explain this construct, and 3) the type of conceptualizations of employee perceptions of HRM that have been used in the extant SHRM research. The findings illustrate how scattered current approaches are in terms of how employee perceptions of HRM have been examined. In addition, a range of theoretical frameworks that advocate and support the employee perspective on HRM have been used, showing that a single perspective on employee perceptions of HRM seems infeasible. Finally, a variety of descriptive and evaluative conceptualizations have been used. Recommendations and avenues for future research to gain a more comprehensive understanding of employee perceptions of HRM are provided.

This study explores the employees’ views on the effectiveness of HR practices for their job performance, drawing from a needs-supplies (N-S) fit approach. Findings based on 465 employees show a positive association between the N-S fit of present HR practices (i.e., employees perceiving supplied practices as needed) and engagement and proactive behaviour. The N-S fit of absent HR practices (i.e., employees indicating they do not need the non-offered practices) is positively associated with engagement and negatively with proactive behaviour. Additionally, proactive behaviour and engagement are higher when employees experience present practices as effective and absent practices as irrelevant for their functioning. Also, these outcomes are higher when employees experience supplied practices as effective while missing essential practices, than when the supplied practices are ineffective and absent practices are irrelevant. Organizations can use this approach to revisit HR practices that waste organizational resources and introduce HR practices that improve employee functioning.

Thus far, the empirical evidence about the role of employees in the relationship between HRM and employee and organizational outcomes shows that it is the perception of employees regarding the HR p...

Research in the field of human resource management has, for the past 30 years, focused on understanding the effects of HRM practices. The empirical evidence largely supports the proposition that HR...

In light of an aging teacher population, this study investigates the influence of school climate and personschool (P-S) value fit on teachers' perspectives regarding their career futures. The results, based on a sample of 147 teachers, indicate that P-S value fit is positively associated with remaining career opportunities, over and above the negative effect of age. In addition, both climate for performance/academic press and climate for socialization affect teachers' future career perspectives through a P-S value fit mechanism. These findings imply that schools can enhance teachers’ perceived remaining careeropportunities by creating strong school climates and improving perceived value fit.Keywords: Occupational future time perspective; Career opportunities; Person-school value fit; School climate; Teachers

Although SHRM research has progressed in integrating employee perceptions of HR practices in the HRM – performance chain, much is still unclear concerning how individual workers perceive HR practic...