RT Journal Article
T1 Strength of HRM systems and perceived organizational support as determinants of employment relationships: The perspective of HR managers and workers’ representatives
A1 Díaz-Fernández, Mirta
A1 López Cabrales, Álvaro
A1 Valle, Ramón
K1 Employment relationships
K1 AMO HRM practices
K1 strength of HRM system
K1 perceived organizational support
K1 organizational citizenship behavior
K1 intention to remain
AB This article seeks to explain and understand how the strength of a human resource management (HRM) system and perceived organizational support (POS) determine employment relationships (ERs) in organizations and the behaviors they generate in terms of organizational citizenship behavior (OCB) and intentions to remain (IR). A typology of ERs is proposed, considering perceptions about the HRM system (Ability, Motivation, and Opportunity [AMO] model), its strength, and POS. An analysis was adopted, looking into organizations in two separate studies in service sectors (hospitality and financial services), taking as informants to 130 and 87 HRM managers and 30 workers’ representatives as proxies of organizations and employees, respectively. Cluster analysis and analysis of variance (ANOVA) were conducted, and results are congruent with theoretical frameworks such as Attribution Theory and Social Exchange Theory. Depending on how stakeholders understand the way in which the HRM system is implemented and the level of POS, certain ERs are developed and explain employees’ responses in terms of OCB and IR behaviors.
PB Sage
YR 2023
FD 2023
LK http://hdl.handle.net/10433/16750
UL http://hdl.handle.net/10433/16750
LA en
NO BRQ Business Research Quarterly 26(2), 121-135. https://doi.org/10.1177/2340944420977506
NO MInisterio de Economía y Competitividad, Plan de I+D (ECO2013-44274-P).
NO Departamento de Organización de Empresa y Marketing
DS RIO
RD May 10, 2026