Antecedents and Employee Outcomes of Line Managers' Perceptions of Enabling HR Practices

24 Pages Posted: 7 Aug 2014

See all articles by Bård Kuvaas

Bård Kuvaas

BI Norwegian Business School

Anders Dysvik

Independent

Robert Buch

BI Norwegian Business School

Date Written: September 2014

Abstract

To learn more about the role of line managers in the implementation of HR practices, we propose and test a model of line managers' perceptions of enabling HR practices on the one hand and employee outcomes on the other. In a field study of 89 line managers and 631 employees, we observed that the relationship between line managers' perceptions of enabling HR practices and employees' intrinsic motivation, affective organizational commitment, and turnover intention was mediated by employees' perceived supervisor support. Line managers' perceptions of enabling HR practices, in turn, were predicted by line managers' perceived quality of the HR training they received. Theoretical and practical implications and directions for future research are discussed.

Keywords: affective commitment, HR implementation, intrinsic motivation, line managers, perceived supervisor support, turnover intention

Suggested Citation

Kuvaas, Bård and Dysvik, Anders and Buch, Robert, Antecedents and Employee Outcomes of Line Managers' Perceptions of Enabling HR Practices (September 2014). Journal of Management Studies, Vol. 51, Issue 6, pp. 845-868, 2014. Available at SSRN: https://ssrn.com/abstract=2477202 or http://dx.doi.org/10.1111/joms.12085

Bård Kuvaas (Contact Author)

BI Norwegian Business School

Anders Dysvik

Independent

Robert Buch

BI Norwegian Business School

Nydalsveien 37
Oslo, 0442
Norway

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