HRM, communication, satisfaction and perceived performance - Den Hartog et al, 2013
9 important questions on HRM, communication, satisfaction and perceived performance - Den Hartog et al, 2013
What is the research aim of Den Hartog et al, 2013?
In operationalising a HPWS there are two approaches, one of them is control based view, what does that mean? (den Hartog et al, 2013)
In operationalising a HPWS there are two approaches, one of them is resource based perspective, what does that mean? (den Hartog et al, 2013)
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Both approaches of resource based perspective and control based view, are combined into one overall set of high performance HR practices that reflect the three main subsystems which include skill, motivation and empowerment enhancing practices, who ultimately lead to higher performance. What are these three main High Performance HR practices?
2. Appraisal & Reward (performance appraisal, compensation and benefits)
3. Employee relation (job design and participation)
HR can contribute to happy and productive workplaces, so both well-being and performance oriented HR outcomes are of interest, where the researchers include job satisfaction and perceived unit performance. What does perceived unit performance entail? (Den Hartog et al, 2013)
Hypothesis 3 is supported, what kind of effect does manager rated HRM have on employee rated HRM
What is the SHRM model?
What does communication mean in regards to the research of Den Hartog et al, 2013? And what are the three determinants of quality of communication?
1. Sufficient information provided
2. Understand the received information
3. And if it is useful
What is the LMX-Model (Den Hartog et al, 2013)
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