HRM systems and employee affective commitment: the role of employee gender
DC Field | Value | Language |
---|---|---|
dc.contributor.author | Shin D. | - |
dc.contributor.author | Garmendia A. | - |
dc.contributor.author | Ali M. | - |
dc.contributor.author | Konrad A.M. | - |
dc.contributor.author | Madinabeitia-Olabarria D. | - |
dc.date.available | 2020-04-17T03:20:46Z | - |
dc.date.issued | 2020-04-01 | - |
dc.identifier.issn | 1754-2413 | - |
dc.identifier.issn | 1754-2421 | - |
dc.identifier.uri | https://scholarworks.bwise.kr/cau/handle/2019.sw.cau/38577 | - |
dc.description.abstract | Purpose: Despite decades of studies on high-involvement human resource management (HRM) systems, questions remain of whether high-involvement HRM systems can increase the commitment of women. This study aims to contribute to the growing body of research on the cross-level effect of HRM systems and practices on employee affective commitment by considering the moderating role of gender. Design/methodology/approach: Integrating social exchange theory with gender role theory, this paper proposes that gender responses to HRM practices can be different. The hypotheses were tested using data from 104 small- and medium-sized retail enterprises and 6,320 employees from Spain. Findings: The findings generally support the study’s hypotheses, with women’s affective commitment responding more strongly and positively to employees’ aggregated perceptions of a shop-level high-involvement HRM system. The findings imply that a high-involvement HRM system can promote the affective commitment of women. Originality/value: This study investigates the impact of both an overall HRM system and function-specific HRM sub-systems (e.g. training, information, participation and autonomy). By showing that women can be more positively affected by high-involvement HRM systems, this paper suggests that high-involvement HRM systems can be used to encourage the involvement and participation of women. © 2020, Emerald Publishing Limited. | - |
dc.format.extent | 22 | - |
dc.language | 영어 | - |
dc.language.iso | ENG | - |
dc.publisher | Emerald Group Publishing Ltd. | - |
dc.title | HRM systems and employee affective commitment: the role of employee gender | - |
dc.type | Article | - |
dc.identifier.doi | 10.1108/GM-04-2019-0053 | - |
dc.identifier.bibliographicCitation | Gender in Management, v.35, no.2, pp 189 - 210 | - |
dc.description.isOpenAccess | N | - |
dc.identifier.wosid | 000523374700001 | - |
dc.identifier.scopusid | 2-s2.0-85081590583 | - |
dc.citation.endPage | 210 | - |
dc.citation.number | 2 | - |
dc.citation.startPage | 189 | - |
dc.citation.title | Gender in Management | - |
dc.citation.volume | 35 | - |
dc.type.docType | Article | - |
dc.publisher.location | 영국 | - |
dc.subject.keywordAuthor | Employee affective commitment | - |
dc.subject.keywordAuthor | Gender role theory | - |
dc.subject.keywordAuthor | Human resource management system | - |
dc.subject.keywordAuthor | Human resource practices | - |
dc.subject.keywordAuthor | Social exchange theory | - |
dc.subject.keywordPlus | HUMAN-RESOURCE MANAGEMENT | - |
dc.subject.keywordPlus | PERFORMANCE WORK SYSTEMS | - |
dc.subject.keywordPlus | ORGANIZATIONAL COMMITMENT | - |
dc.subject.keywordPlus | MODERATING ROLE | - |
dc.subject.keywordPlus | NORMATIVE COMMITMENT | - |
dc.subject.keywordPlus | SEX-DIFFERENCES | - |
dc.subject.keywordPlus | SCALING BACK | - |
dc.subject.keywordPlus | ANTECEDENTS | - |
dc.subject.keywordPlus | SATISFACTION | - |
dc.subject.keywordPlus | OUTCOMES | - |
dc.relation.journalResearchArea | Business & Economics | - |
dc.relation.journalResearchArea | Women's Studies | - |
dc.relation.journalWebOfScienceCategory | Business | - |
dc.relation.journalWebOfScienceCategory | Management | - |
dc.relation.journalWebOfScienceCategory | Women's Studies | - |
dc.description.journalRegisteredClass | ssci | - |
dc.description.journalRegisteredClass | scopus | - |
Items in ScholarWorks are protected by copyright, with all rights reserved, unless otherwise indicated.
84, Heukseok-ro, Dongjak-gu, Seoul, Republic of Korea (06974)02-820-6194
COPYRIGHT 2019 Chung-Ang University All Rights Reserved.
Certain data included herein are derived from the © Web of Science of Clarivate Analytics. All rights reserved.
You may not copy or re-distribute this material in whole or in part without the prior written consent of Clarivate Analytics.