The HRM Tango Impact of Availability and Use of Flexibility HR Practices on Organizational Performance

Mobarez, Ayman

doi:10.21608/aja.2018.22453

The HRM Tango Impact of Availability and Use of Flexibility HR Practices on Organizational Performance

نوع المستند : بحوث باللغة الإنجلیزیة

المؤلف

Ayman Mobarez

Canadian International College (CIC) - Arab Republic of Egypt

10.21608/aja.2018.22453

المستخلص

This research investigated the effects of flexibility HRM on employee outcomes over time, as well as the role of age in these relations.
Based on work adjustment theory, it was predicted that availability and use of flexibility HRM would be positively related to employee engagement, as well as higher job performance. Moreover, the researcher postulated different hypotheses regarding the role of employee age. While generation theory predicts that younger generations would react more strongly to flexibility HRM in relation to engagement, SOC-theory of aging predicts that older workers respond more strongly in relation to job performance.
Moreover, the researcher found partial support for the moderating role of age in the relations of flexibility HRM with the outcomes: Flexibility HRM was important for younger workers to enhance engagement, while for older workers it enhanced their job performance.
The research shows that the effectiveness of flexibility HRM depends upon employee age and the type of outcome involved, and consequently theory on flexibility at work should take the age of employees into account.

الكلمات الرئيسية

الموضوعات الرئيسية

الإدارة العامة

المراجع

Armstrong‐Stassen, M. and Ursel, N. D. (2009). «Perceived organizational support, career satisfaction, and the retention of older workers», Journal of Occupational and Organizational Psychology, 82, 201-220.

Baltes, B. B.; Briggs, T. E.; Huff, J. W.; Wright, J. A. and Neuman, G. A. (1999). «Flexible and compressed workweek schedules: a meta-analysis of their effects on work-related criteria», Journal of Applied Psychology, 84, 496-513.

Baltes, P. B. (1997). «On the incomplete architecture of human ontogeny: Selection optimization and compensation as foundation», American Psychologist, 52, 366-380.

Baltes, P. B. and Baltes, M. M. (1990). «Psychological perspectives on successful aging: The model of selective optimization with compensation». In: Baltes, P. B. and Baltes, M. M. (Eds.) Successful Aging: Perspectives From the Behavioural Sciences. New York: Cambridge University Press, 1–34.

Barney, J. (1991). «Firm Resources and Sustained Competitive Advantage», Journal of Management, 17, 99-120.

Beck, U. (2000). The brave new world of work. Cambridge, UK: Polity Press.

Bickerton, G. R.; Miner, M. H.; Dowson, M. and Griffin, B. (2014). «Spiritual resources and work engagement among religious workers: A three‐wave longitudinal study», Journal of Occupational and Organizational Psychology, 87, 370-391.

Bommer, W.H.; Johnson, J. L.; Rich, G. A.; Podsakoff, P. M. and MacKenzie, S. B. (1995). «On the interchangeability of objective and subjective measures of employee performance: a meta-analysis», Personnel Psychology, 48, 587-605.

Boselie, P.; Dietz, G. and Boon, C. (2005). «Commonalities and contradictions in HRM and performance research», Human Resource Management Journal, 15, 67-94.

Boxall, P. and Purcell, J. (2011). Strategy and human resource management. 3rd ed. New York: Palgrave Macmillan.

Casper, W. J. and Harris, C. M. (2008). «Work-life benefits and organizational attachment: self-interest utility and signalling theory models», Journal of Vocational Behavior, 72, 95-109.

Christian, M. S.; Garza, A. S. and Slaughter, J. E. (2011). «Work engagement: A quantitative review and test of its relations with task and contextual performance», Personnel Psychology, 64, 89-136.

Conway, J. M. and Huffcutt, A. I. (1997). «Psychometric properties of multisource performance ratings: a meta-analysis of subordinate, supervisor, peer, and self-ratings», Human Performance, 10, 331-360.

Cooper, M. (2008). «The inequality of security: Winners and losers in the risk society», Human Relations, 61 (9), 1229-1258.

Crawford, E. R.; LePine, J. A. and Rich, B. L. (2010). «Linking job demands and resources to employee engagement and burnout: a theoretical extension and meta-analytic test», Journal of Applied Psychology, 95, 834-848.

Davidson, O. B.; Eden, D.; Westman, M. Cohen-Charash, Y.; Hammer, L. B.; Kluger, A. N., et al. (2010). «Sabbatical leave: Who gains and how much», Journal of Applied Psychology, 95, 953-964.

De Hauw, S. and De Vos, A. (2010). «Millennials’ career perspective and psychological contract expectations: does the recession lead to lowered expectations», Journal of Business and Psychology, 25, 293-302.

De Lange, A. H; Kooij, T. A. M.; Van der Heijden, B. I. J. M. (2014). «Human resource management and sustainability at work across the life-span: an integral perspective», In: D. Truxillio, L. Finkelstein, R. Kanfer (eds.) Frontiers in Psychology.

De Menezes, L. M. and Kelliher, C. (2011). «Flexible working and performance: a systematic review of the evidence for a business case», International Journal of Management Reviews, 13, 452-474.

Docherty, P.; Forslin, J.; Shani, A. B. and Kira, M. (2002). «Emerging work systems: from intensive to sustainable», In P. Docherty; J. Forselin and A. B. Shani (eds.), Creating Sustainable Work Systems: Emerging Perspectives and Practice, (pp. 3-14). London: Routledge.

Doogan, K. (2001). «Insecurity and long-term employment», Work, Employment & Society, 15 (3), 419-441.

Ford, M. T.; Matthews, R. A.; Wooldridge, J. D.; Mishra, V.; Kakar, U. M. and Strahan, S. R. (2014). «How do occupational stressor-strain effects vary with time2 A review and meta-analysis of the relevance of time lags in longitudinal studies», Work & Stress, 28, 9-30.

Gerwin, D. (1993). «Manufacturing flexibility: A strategic perspective», Management Science, 39 (4), 395-410.

Halbesleben, J. R.; Neveu, J. P.; Paustian-Underdahl, S. C. and Westman, M. (2014). «Getting to the «COR»: understanding the role of resources in conservation of resources theory», Journal of Management, 40, 1334-1364.

Hamel, G. and Prahalad, C. K. (1994). Competing for the Future. Cambridge, MA: Harvard Business School Press.

Hayes, A. F. (2013). Introduction to Mediation, Moderation, and Conditional Process Analysis: A regression-based approach. New York: Guildford Press.

Herrbach, O., Mignonac, K., Vandenberghe, C., & Negrini, A. (2009). «Perceived HRM practices, organizational commitment, and voluntary early retirement among late-career managers», Human Resource Management, 48, 895–915.

Herrbach, O.; Mignonac, K.; Vandenberghe, C. and Negrini, A. (2009). «Perceived HRM practices, organizational commitment, and voluntary early retirement among late-career managers», Human Resource Management, 48, 895–915.

Hess, N. and Jepsen, D. M. (2009). «Career stage and generational differences in psychological contracts», Career Development International, 14, 261-283.

Hesseling, D. J. K. and Van Vuuren, T. (1999). «Job flexibility and job insecurity: The Dutch case.», European Journal of Work and Organizational Psychology, 8 (2), 273-293.

Hill, E. J .; Grzywacz, J. G.; Allen, S.; Blanchard, V. L.; Matz-Costa, C.; Shulkin, S. et al. (2008). «Defining and conceptualizing workplace flexibility», Community, Work & Family, 11, 149-163.

Hobfoll, S. (1989). «Conservation of resources», American Psychologist, 44, 513-524.

House, R. J.; Hanges, P. J.; Javidan, M.; Dorfman, P. W. and Gupta, V. (2004). Culture, Leadership, and Organizations. Thousand Oaks, CA: Sage.

Hox, J. J. (2002). Multilevel analysis: Techniques and applications. Mahwah, NJ: Lawrence Erlbaum.

Huselid, M. A. (1995). «The impact of human resource management practices on turnover, Productivity and corporate financial performance», Academy of Management Journal, 38: 635-672.

Jöreskog, K. and Sörbom, D. (2005). Lisrel 8.72. Chicago: Scientific Software International.

Kalleberg, A. L. (2000). «Nonstandard employment relations: Part-time, temporary and contract work», Annual Review of Sociology, 26, 341-365.

Kanfer, R. and Ackerman, P. L. (2004). «Aging, adult development and work motivation», Academy of Management Review, 29, 440–458.

Kerr, J. L. and Jackofsky, E. F. (1989). «Aligning managers with strategies: Management development versus selection», Strategic Management Journal, 10: 157-170.

Kooij, D.; De Lange, A.; Jansen, P. and Dikkers, J. (2008). «Older workers’ motivation to continue to work: five meanings of age», Journal of Managerial Psychology, 23, 364-394.

Kooij, D. T. A. M.; Guest, D. E.; Clinton, M. Knight, T.; Jansen, P. G. W., et al. (2013). «How the impact of HR practices on employee well-being and performance changes with age», Human Resource Management Journal, 23, 18-35.

Kooij, D. T. A. M.; Jansen, P. G. W.; Dikkers, J. S. E. and De Lange, A. H. (2014). «Managing aging workers: a mixed methods study on bundles of HR practices for aging workers», International Journal of Human Resource Management, 25, 2192-2212.

Lado, A. A. and Wilson, M. C. (1994). «Human resource systems and sustained competitive Advantage: A competency-based perspective», Academy of Management Review, 19 (4): 699-727.

Lai, P. C.; Soltani, E. and Baum, T. (2008). «Distancing flexibility in the hotel industry: the role of employment agencies as labor suppliers», The International Journal of Human Resource Management, 19 (1), 132- 152.

Lambert, S. J. (2008). «Passing the buck: Labor flexibility practices that transfer risk onto hourly workers», Human Relations, 61 (9), 1203-1227.

Lee, M. D.; MacDermid, S. M. and Buck, M. L. (2000). «Organizational paradigms of reduced-load work: accommodation, elaboration, and transformation», Academy of Management Journal, 43, 1211-1226.

Leslie, L. M.; Manchester, C .F.; Park, T. Y. and Mehng, S. A. (2012). «Flexible work practices: a source of career premiums or penalties», Academy of Management Journal, 55, 1407-1428.

Lewis, S.; Rapoport, R. and Gambles, R. (2003). «Reflections on the integration of paid work and the rest of life», Journal of Managerial Psychology, 18, 824-841.

Lub, X.; Bijvank, M. N.; Bal, P. M.; Blomme, R. and Schalk, R. (2012). «Different or alike2 Exploring the psychological contract and commitment of different generations of hospitality workers», International Journal of Contemporary Hospitality Management, 24, 553-573.

Lyons, S. and Kuron, L. (2014). «Generational differences in the workplace: A review of the evidence and directions for future research», Journal of Organizational Behavior, 35, S139-S157.

Masuda, A. D., Poelmans, S. A. Y., Allen, T. D., Spector, P. E., Lapierre, L. M., Cooper, C. L. et al. (2012). «Flexible work arrangements availability and their relationship with work-to-family conflict, job satisfaction, and turnover intentions: a comparison of three country clusters», Applied Psychology: An International Review, 61, 1-29.

Masuda, A. D.; Poelmans, S. A. Y.; Allen, T. D.; Spector, P. E.; Lapierre, L.M.; Cooper, C.L. et al. (2012). «Flexible work arrangements availability and their relationship with work-to-family conflict, job satisfaction, and turnover intentions: a comparison of three country clusters», Applied Psychology: An International Review, 61, 1-29.

Mayne, L.; Tregaskis, O. and Brewster, C. (1996). «A comparative analysis of the link between flexibility and HRM strategy», Employee Relations, 18(3), 5-24.

Meuleman, B. and Billiet, J. (2009). «A Monte Carlo sample size study: How many countries are needed for accurate multilevel SEM», Survey Research Methods, 3, 45-58.

Ng, E. S. W.; Schweitzer, L. and Lyons, S. T. (2010). «New generation, great expectations: a field study of the Millennial generation», Journal of Business Psychology, 25, 281-292.

Parry, E. and Urwin, P. (2011). «Generational differences in work values: a review of theory and evidence», International Journal of Management Reviews, 13, 79-96.

Peretz, H. and Fried, Y. (2012). «National cultures, performance appraisal practices, and organizational absenteeism and turnover: A study across 21 countries», Journal of Applied Psychology, 97, 448-459.

Peretz, H. and Fried, Y. (2012). «National cultures, performance appraisal practices, and organizational absenteeism and turnover: a study across 21 countries», Journal of Applied Psychology, 97, 448-459.

Pitt-Catsouphes, M. and Matz-Costa, C. (2008). «The multi-generational workforce: workplace flexibility and engagement», Community, Work & Family, 11, 215-229.

Podsakoff, P. M.; MacKenzie, S. B. and Podsakoff, N. P. (2012). «Sources of method bias in social science research and recommendations on how to control it», Annual Review of Psychology, 63, 539-569.

Preacher, K. J.; Rucker, D. D. and Hayes, A. F. (2007). «Addressing moderated mediation hypotheses: Theory, methods, and prescriptions», Multivariate Behavioral Research, 42, 185-227.

Rasbash, J.; Browne, W.; Haealy, M.; Cameron, B. and Charlton, C. (2000). Mlwin Version 2.1: Interactive Software for Multilevel Analysis. London: Multilevel Models Project Institute of Education University of London.

Rousseau, D. M. (2005). I-Deals: Idiosyncratic Deals Employees Bargain for Themselves. New York: M. E. Sharpe.

Rynes, S. L.; Bretz, R. D. and Gerhart, B. (1991). «The importance of recruitment in job choice: A different way of looking», Personnel Psychology, 44, 487-521.

Sanchez, R. (1995). «Strategic flexibility in product competition», Strategic Management Journal, 16, 135-159.

Schaufeli, W. B. and Bakker, A. B. (2004). «Job demands, job resources, and their relationship with burnout and engagement: a multi-sample study», Journal of Organizational Behavior, 25, 293-315.

Schuler, R.S. and MacMillan, I. C. (1984). «Gaining competitive advantage through human resource Management practices», Human Resource Management, 23 (3): 241-255.

Smola, K. W. and Sutton, C. D. (2002). «Generational differences: revisiting generational work values for the new millennium», Journal of Organizational Behavior, 23, 363-382.

Snell, S. A.; Youndt, M. A. and Wright, P. M. (1996). «Establishing a framework for research in strategic human resource management: Merging resource theory and organizational learning», In: G.R. Ferris (Ed.) Research in Personnel and Human Resources Management, Vol. 14.

Snow, C. C. and Snell, S. A. (1992). Staffing as strategy. In N. Schmitt, W. Borman & Associates (Eds.) Personnel Selection in Organizations. San Francisco, CA: Jossey-Bass.

Spence, M. (1973). «Job market signaling», The Quarterly Journal of Economics, 87, 355-374.

Strazdins, L.; D’Souza, R. M.; Lim, L.; Broom, D. H. and Rodgers, B. (2004). «Job strain, job security, and health: Rethinking the relationship», Journal of Occupational Health Psychology, 9, 443-475.

Takeuchi, R.; Chen, G. and Lepak, D. P. (2009). «Through the looking glass of a social system: cross-level effects of high-performance work systems on employees’ attitudes», Personnel Psychology, 62, 1-29.

Twenge, J. M.; Campbell, S. M.; Hoffman, B. J. and Lance, C. E. (2010). «Generational differences in work values: leisure and extrinsic values increasing, social and intrinsic values decreasing», Journal of Management, 36, 1117-1142.

Twenge, J. M.; Campbell, S. M. and Freeman, E.C. (2012). «Generational differences in young adults’ life goals, concern for others, and civic orientation, 1966-2009», Journal of Personality and Social Psychology, 102, 1045-1062.

Uebersax, J. S. (2006). The tetrachoric and polychoric correlation coefficients. Statistical methods for rater agreement web site. http://www.john-uebersax.com/stat/tetra.htm#soft (accesses on 23 August, 2013).

United Nations (2009). Population Ageing and Development 2009. New York: United Nations, Department of Economic and Social Affairs.

Wall, T. D.; Michie, J.; Patterson, M., et al. (2004). «On the validity of subjective measures of company performance», Personnel Psychology, 57, 95-118.

Williams, L. J. and Anderson, S. E. (1991). «Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors», Journal of Management, 17, 601-617.

Wilthagen, T. and Tros, F. (2004). «The concept of ‘flexicurity’: A new approach to regulating employment and labor markets. Transfer», European Review of Labour and Research, 10 (2), 166-186.

Wright, P. and Snell, S. A. (1998). «Toward a unifying framework for exploring fit and flexibility in strategic human resource management», Academy of Management Review, 23(4), 756-772.

Wright, P. M.; McMahan, G. C. and McWilliams, A. (1994). «Human resources and sustained Competitive advantage: A resource-based perspective», International Journal of Human Resource Management, 5 (2): 301-326.

Wright, P. M. and Haggerty, J. J. (2005). «Missing variables in theories of strategic human resource management: time, cause, and individuals», Management Revue, 16, 164-173.

Zacher, H.; Jimmieson, N. L. and Winter, G. (2012). «Eldercare demands, mental health, and work performance: the moderating role of satisfaction with eldercare tasks», Journal of Occupational Health Psychology, 17, 52-64.

Zaniboni, S.; Truxillo, D. M. and Fraccaroli, F. (2013). «Differential effects of task variety and skill variety on burnout and turnover intentions for older and younger workers», European Journal of Work and Organizational Psychology, 22, 306-317.