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The link between perceived HRM practices, performance and well‐being: the moderating effect of trust in the employer
Author(s) -
Alfes Kerstin,
Shantz Amanda,
Truss Catherine
Publication year - 2012
Publication title -
human resource management journal
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 2.44
H-Index - 77
eISSN - 1748-8583
pISSN - 0954-5395
DOI - 10.1111/1748-8583.12005
Subject(s) - perception , business , task (project management) , psychology , turnover intention , citizenship , tertiary sector of the economy , organizational citizenship behavior , marketing , social psychology , job satisfaction , organizational commitment , management , political science , neuroscience , politics , economics , law
The present study examines the interaction between perceived HRM practices and trust in the employer on employee performance and well‐being. Specifically, the study tests whether trust in the employer moderates the relationships between perceptions of HRM practices and task performance (as rated by employees’ supervisors), organisational citizenship behaviour, turnover intentions and employee well‐being. Support was found for the majority of the hypotheses using data from 613 employees and their line managers in a service sector organisation in the UK . Trust in the employer moderates the relationships between perceived HRM practices and task performance, turnover intentions and individual well‐being, but not organisational citizenship behaviour. Implications of the findings for organisations and future research are discussed.