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

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.