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HRM Practices, Organizational Citizenship Behaviour, and Performance: A Multi‐Level Analysis
Author(s) -
Snape Ed,
Redman Tom
Publication year - 2010
Publication title -
journal of management studies
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 4.398
H-Index - 184
eISSN - 1467-6486
pISSN - 0022-2380
DOI - 10.1111/j.1467-6486.2009.00911.x
Subject(s) - discretion , organizational citizenship behavior , citizenship , social psychology , psychology , social exchange theory , employee research , perceived organizational support , organizational commitment , public relations , business , political science , politics , law
We examine the relationship between HRM practices, conceptualized at the workplace level, and individual employee attitudes and behaviour. We focus on two possible explanations for the relationship: social exchange and job influence/employee discretion. Findings from a study of employees in North‐East England suggest that there is a positive impact of HRM practices on organizational citizenship behaviour, through an effect on perceived job influence/discretion. There was no such effect for perceived organizational support. These findings provide support for a job influence and opportunity explanation of HRM effects on employee attitudes and behaviour.