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The Relationship Between Line Manager Behavior, Perceived HRM Practices, and Individual Performance: Examining the Mediating Role of Engagement
Author(s) -
Alfes Kerstin,
Truss Catherine,
Soane Emma C.,
Rees Chris,
Gatenby Mark
Publication year - 2013
Publication title -
human resource management
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 1.888
H-Index - 94
eISSN - 1099-050X
pISSN - 0090-4848
DOI - 10.1002/hrm.21512
Subject(s) - line management , psychology , structural equation modeling , human resource management , social exchange theory , employee engagement , work engagement , social psychology , task (project management) , performance management , test (biology) , applied psychology , knowledge management , work (physics) , business , public relations , marketing , management , political science , computer science , mechanical engineering , paleontology , machine learning , engineering , economics , biology
Abstract This article examines the role played by line managers in the link between HRM practices and individual performance outcomes. Drawing on social exchange theory, the authors test a mediated model linking perceived line manager behavior and perceived human resource management practices with employee engagement and individual performance. The study focuses on two self‐report measures of individual performance; task performance and innovative work behavior. Two studies with a total of 1,796 participants were conducted in service‐sector organizations in the United Kingdom and analyzed using structural equation modeling. The data reveal that perceived line manager behavior and perceived HRM practices are linked with employee engagement. In turn, employee engagement is strongly linked to individual performance and fully mediates the link between both perceived HRM practices and perceived line manager behavior and self‐report task performance (study 1), as well as self‐report innovative work behavior (study 2). The findings show the significance of the line manager in the HRM‐performance link, and the mediating role played by employee engagement. © 2013 Wiley Periodicals, Inc.