Optimising human resource system strength in nurturing affective commitment: Do all meta-features matter?

Anna Bos-Nehles*, Edel Conway, Grace Fox

*Corresponding author for this work

    Research output: Contribution to journalArticleAcademicpeer-review

    1 Citation (Scopus)
    16 Downloads (Pure)

    Abstract

    This study aims to examine three propositions of how human resource (HR) system strength meta-features—distinctiveness, consistency and consensus—operate together to better understand how they relate to affective commitment. We test a continuum proposition based on an additive (the sum of all features) and a compensatory model (the features as counteractive), a precursor proposition based on a mediation model, and an equifinality proposition based on a configurational model (distinguishing between different profiles of the features). The findings, drawn from a survey of 2844 part-time employees from a Dutch home care organisation, demonstrate that all three meta-features are important for generating HR management system strength and affective commitment among employees, but not to the same extent. We also find evidence that consistency is positively and directly related, whereas distinctiveness and consensus are positively and indirectly related to affective commitment via consistency.

    Original languageEnglish
    Pages (from-to)493-513
    Number of pages21
    JournalHuman resource management journal
    Volume31
    Issue number2
    Early online date11 Sep 2020
    DOIs
    Publication statusPublished - 1 Apr 2021

    Keywords

    • UT-Hybrid-D
    • HR system strength
    • HR systems
    • part-time workers
    • affective commitment

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