Resolving confusions about the AMO framework: A qualitative study into HRM implementation by line managers

Research output: Contribution to conferencePaperAcademicpeer-review

Abstract

The purpose of this paper is to resolve confusions about the ability-motivation-opportunity (AMO) framework in connection to line managers’ HRM implementation effectiveness. Although HRM scholars agree that line managers need ability, motivation and opportunities to perform well in the implementation of HRM practices, they disagree about the relationship among the AMO factors and how they influence line managers’ HRM implementation effectiveness. By analyzing data obtained from 22 in-depth semi-structured interviews with various HRM stakeholders (first-line and senior line managers, employees and HR managers) in a single organization in the life sciences industry, we aim to understand how the AMO factors interact and the content of the AMO dimensions to understand line managers’ AMO factors necessary for effective HRM implementation. Our results show that we need a broader understanding of the AMO factors and different theoretical approaches to operationalize the ability, motivation and opportunities needed to effectively implement HRM practices.
Original languageEnglish
Publication statusE-pub ahead of print/First online - 21 Jun 2018
EventEURAM Conference 2018: Research in Action - Accelerating knowledge creation in management - University of Iceland, Reykjavik, Iceland
Duration: 19 Jun 201822 Jun 2018
Conference number: 18
http://euramonline.org/annual-conference-2018

Conference

ConferenceEURAM Conference 2018
Abbreviated titleEURAM 2018
CountryIceland
CityReykjavik
Period19/06/1822/06/18
Internet address

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Line managers
Qualitative study
Factors
HRM practices
Industry
Structured interview
Managers
Life sciences
Employees
Stakeholders

Cite this

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title = "Resolving confusions about the AMO framework: A qualitative study into HRM implementation by line managers",
abstract = "The purpose of this paper is to resolve confusions about the ability-motivation-opportunity (AMO) framework in connection to line managers’ HRM implementation effectiveness. Although HRM scholars agree that line managers need ability, motivation and opportunities to perform well in the implementation of HRM practices, they disagree about the relationship among the AMO factors and how they influence line managers’ HRM implementation effectiveness. By analyzing data obtained from 22 in-depth semi-structured interviews with various HRM stakeholders (first-line and senior line managers, employees and HR managers) in a single organization in the life sciences industry, we aim to understand how the AMO factors interact and the content of the AMO dimensions to understand line managers’ AMO factors necessary for effective HRM implementation. Our results show that we need a broader understanding of the AMO factors and different theoretical approaches to operationalize the ability, motivation and opportunities needed to effectively implement HRM practices.",
author = "Bos-Nehles, {Anna Christina} and Jordi Trullen and Tatiana Bondarouk",
year = "2018",
month = "6",
day = "21",
language = "English",
note = "EURAM Conference 2018 : Research in Action - Accelerating knowledge creation in management, EURAM 2018 ; Conference date: 19-06-2018 Through 22-06-2018",
url = "http://euramonline.org/annual-conference-2018",

}

Bos-Nehles, AC, Trullen, J & Bondarouk, T 2018, 'Resolving confusions about the AMO framework: A qualitative study into HRM implementation by line managers' Paper presented at EURAM Conference 2018, Reykjavik, Iceland, 19/06/18 - 22/06/18, .

Resolving confusions about the AMO framework : A qualitative study into HRM implementation by line managers. / Bos-Nehles, Anna Christina; Trullen, Jordi; Bondarouk, Tatiana .

2018. Paper presented at EURAM Conference 2018, Reykjavik, Iceland.

Research output: Contribution to conferencePaperAcademicpeer-review

TY - CONF

T1 - Resolving confusions about the AMO framework

T2 - A qualitative study into HRM implementation by line managers

AU - Bos-Nehles, Anna Christina

AU - Trullen, Jordi

AU - Bondarouk, Tatiana

PY - 2018/6/21

Y1 - 2018/6/21

N2 - The purpose of this paper is to resolve confusions about the ability-motivation-opportunity (AMO) framework in connection to line managers’ HRM implementation effectiveness. Although HRM scholars agree that line managers need ability, motivation and opportunities to perform well in the implementation of HRM practices, they disagree about the relationship among the AMO factors and how they influence line managers’ HRM implementation effectiveness. By analyzing data obtained from 22 in-depth semi-structured interviews with various HRM stakeholders (first-line and senior line managers, employees and HR managers) in a single organization in the life sciences industry, we aim to understand how the AMO factors interact and the content of the AMO dimensions to understand line managers’ AMO factors necessary for effective HRM implementation. Our results show that we need a broader understanding of the AMO factors and different theoretical approaches to operationalize the ability, motivation and opportunities needed to effectively implement HRM practices.

AB - The purpose of this paper is to resolve confusions about the ability-motivation-opportunity (AMO) framework in connection to line managers’ HRM implementation effectiveness. Although HRM scholars agree that line managers need ability, motivation and opportunities to perform well in the implementation of HRM practices, they disagree about the relationship among the AMO factors and how they influence line managers’ HRM implementation effectiveness. By analyzing data obtained from 22 in-depth semi-structured interviews with various HRM stakeholders (first-line and senior line managers, employees and HR managers) in a single organization in the life sciences industry, we aim to understand how the AMO factors interact and the content of the AMO dimensions to understand line managers’ AMO factors necessary for effective HRM implementation. Our results show that we need a broader understanding of the AMO factors and different theoretical approaches to operationalize the ability, motivation and opportunities needed to effectively implement HRM practices.

M3 - Paper

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