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How does HRM influence organisational outcomes meta analysis - Jiang, lepak, Baer, 2012

14 important questions on How does HRM influence organisational outcomes meta analysis - Jiang, lepak, Baer, 2012

What is the focus of the research or Jiang et al 2012

Drawing on the AMO-framework and the meta-analysis examined the effects of three dimensions of HR systems (skill, motivation and opportunity enhancing), on proximal organisational outcomes, and distal organisational outcomes

What covers the proximal organisational outcomes? (Jiang et al, 2012)

Human capital and motivation

What covers the distal organisational outcomes? (Jiang et al, 2012)

Voluntary turnover, operational and financial outcomes

There are three primary groups of organisational outcomes related to HRM, one of these is voluntary turnover or HR outcomes, what does this mean? (Jiang et al, 2012)

That it is most directly related to HRM (employees skills and abilities, turnover)

There are three primary groups of organisational outcomes related to HRM, one of these is operational outcomes, what does this mean? (Jiang et al, 2012)

That it is mostly related to the goals of the organisation (productivity, product quality, quality of service and innovation)

There are three primary groups of organisational outcomes related to HRM, one of these is financial outcomes, what does this mean? (Jiang et al, 2012)

Economic goals of the organisation like sales growth, return on investment and return on assets

The specific nature of models of the mediation of HR outcomes on the relationship between the HR systems and key outcomes, depends on the theoretical perspective adopted when examining this relationship, what does this entail regarding the behaviour perspective? (Jiang et al, 2012)

According to this perspective, organisations do not perform themselves, but instead use HR practices to encourage productive behaviours from employees and thus to achieve desirable operational and financial outcomes

The specific nature of models of the mediation of HR outcomes on the relationship between the HR systems and key outcomes, depends on the theoretical perspective adopted when examining this relationship, what does this entail regarding the human capital? (Jiang et al, 2012)

The composition of employees knowledge, skills and abilities as it is a central driver of organisational performance when the return on investment in human capital exceeds labour costs.

Decomposing HR systems into three HR dimensions, which is drawn from the AMO model. What does skill-enhancing HR practices entail? (Jiang et al, 2012)

Skill enhancing HR practices are designed to ensure skilled employees. Through comprehensive recruitment, rigorous selection and extensive training

Decomposing HR systems into three HR dimensions, which is drawn from the AMO model. What does motivation-enhancing HR practices entail? (Jiang et al, 2012)

Motivation-enhancing HR practices are implemented to enhance employee motivation. This can be achieved through incentives & benefits, extensive benefits, promotion & career development, job security

Decomposing HR systems into three HR dimensions, which is drawn from the AMO model. What does opportunity-enhancing HR practices entail? (Jiang et al, 2012)

Opportunity-enhancing HR practices empower employees to use their skills and motivation to achieve organisational objectives. Through flexible job design, work teams, and employee involvement

Human capital and employee motivation are the most critical mediation factors for linking HR dimensions to multiple outcomes. What does human capital entail? (Jiang et al 2012)

Human capital can be viewed as a composition of employees knowledge, skills and abilities

Human capital and employee motivation are the most critical mediation factors for linking HR dimensions to multiple outcomes. What does employee motivation entail? (Jiang et al 2012)

Employee motivation refers to the direction, intensity and duration of employees effort as manifested by positive work attitudes and work behaviours

Conclusion and findings of Jiang et al 2012, name 4 bullet points

- the three dimensions of HR systems were positively related to human capital and employee motivation
- Skill enhancing HR practices were more positive related to human capital and less positively related to employee motivation
- Human capital and employee motivation mediated the relationship between the three HR dimensions and voluntary turnover & operational outcomes, which in turn relate to financial outcome
- A direct relationship between the three dimensions of HR systems and voluntary turnover, operational outcomes, and financial outcomes has been found (therefore encourage future research to explore additional mediators for the relationship of HRM and organisational outcomes

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How does HRM influence organisational outcomes meta analysis - Jiang, lepak, Baer, 2012

14 important questions on How does HRM influence organisational outcomes meta analysis - Jiang, lepak, Baer, 2012

What is the focus of the research or Jiang et al 2012

What covers the proximal organisational outcomes? (Jiang et al, 2012)

What covers the distal organisational outcomes? (Jiang et al, 2012)

There are three primary groups of organisational outcomes related to HRM, one of these is voluntary turnover or HR outcomes, what does this mean? (Jiang et al, 2012)

There are three primary groups of organisational outcomes related to HRM, one of these is operational outcomes, what does this mean? (Jiang et al, 2012)

There are three primary groups of organisational outcomes related to HRM, one of these is financial outcomes, what does this mean? (Jiang et al, 2012)

The specific nature of models of the mediation of HR outcomes on the relationship between the HR systems and key outcomes, depends on the theoretical perspective adopted when examining this relationship, what does this entail regarding the behaviour perspective? (Jiang et al, 2012)

The specific nature of models of the mediation of HR outcomes on the relationship between the HR systems and key outcomes, depends on the theoretical perspective adopted when examining this relationship, what does this entail regarding the human capital? (Jiang et al, 2012)

Decomposing HR systems into three HR dimensions, which is drawn from the AMO model. What does skill-enhancing HR practices entail? (Jiang et al, 2012)

Decomposing HR systems into three HR dimensions, which is drawn from the AMO model. What does motivation-enhancing HR practices entail? (Jiang et al, 2012)

Decomposing HR systems into three HR dimensions, which is drawn from the AMO model. What does opportunity-enhancing HR practices entail? (Jiang et al, 2012)

Human capital and employee motivation are the most critical mediation factors for linking HR dimensions to multiple outcomes. What does human capital entail? (Jiang et al 2012)

Human capital and employee motivation are the most critical mediation factors for linking HR dimensions to multiple outcomes. What does employee motivation entail? (Jiang et al 2012)

Conclusion and findings of Jiang et al 2012, name 4 bullet points

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