Effective HRM Implementation by Line Managers: Relying on Various Sources of Support

We explore one of the key underlying mechanisms that mediate the HRM-performance link, namely HRM implementation by line managers. The purpose of our study is to examine the role of various sources of support in explaining effective HRM implementation by line managers. Results indicate that HR, supe...

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Bibliographic Details
Published inInternational journal of public administration Vol. 40; no. 2; pp. 192 - 204
Main Authors Op de Beeck, Sophie, Wynen, Jan, Hondeghem, Annie
Format Journal Article
LanguageEnglish
Published New York Routledge 28.01.2017
Marcel Dekker, Inc
Subjects
Effectiveness
Fractional response model
HR devolution
HRM implementation
Human resource management
Implementation
Line managers
Networks
Personnel management
support
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Summary:We explore one of the key underlying mechanisms that mediate the HRM-performance link, namely HRM implementation by line managers. The purpose of our study is to examine the role of various sources of support in explaining effective HRM implementation by line managers. Results indicate that HR, supervisor, and coworker support are relevant in explaining line managers' HR role performance. In addition, younger line managers and those with greater supervisory experience are found to perform better in their HR role. Hence, organizations should consider developing a broad support network to ensure effective implementation of HRM by line managers.
Bibliography:ObjectType-Article-1
SourceType-Scholarly Journals-1
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content type line 23
ISSN:0190-0692
1532-4265
DOI:10.1080/01900692.2015.1075553