Exploring the black box between the implementation of human resource management and its outcome from employees’ perspective: a qualitative study

Devadass, Rajeswari (2020) Exploring the black box between the implementation of human resource management and its outcome from employees’ perspective: a qualitative study. Doctoral thesis, University of East Anglia.

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Abstract

Until today, a rich body of human resource management (HRM) research has focused on contributing to the neoclassical economic theory, for example, employee output (performance, productivity and competitive advantage) and organisational output (e.g., financial revenue, market share, development, performance, sales and customer retention). However, limited research has focused on the relationship between human resource management, employee outcome (wellbeing, job performance and personal life) and organisation outcome (e.g., reputation, recommendation etc). In addressing this gap, the current research investigates the relationship between human resource management implementation and its outcome. The research takes an overarching approach to explore how do employees evaluate the human resource management implementation context (human resource practices and workplace relations) and its outcomes. Forty-seven semi-structured interviews were conducted with various organisations, ranks, roles, and backgrounds to gain insight into the employees’ evaluation. Furthermore, this research has adopted the qualitative approach by addressing the questions of ‘how, what, why, when, and whom’. The data were coded and analysed employing thematic, case network and matrix analyses. The findings were presented in the format of the cross-case network, matrix and thematic analyses. The findings demonstrate the valence of human resource management implementation context which is either positive, negative or neutral, does effect the work climate and culture; and employee and organisation outcomes through the process of social exchange. The research suggests the need for a holistic approach to HRM implementation. Finally, this study considers the limitation and directions for future research.

Keywords: HRM, employee evaluation, HRM implementation context/factor, HR practices, workplace relations, employee and organisation outcomes; employee characteristics, values/vices, knowledge, attitude, employee wellbeing, HWB, EWB, dignity, job performance, personal life, SET, psychology contract theory, reciprocation, valence, causality.

Item Type:	Thesis (Doctoral)
Faculty \ School:	Faculty of Social Sciences > Norwich Business School
Depositing User:	Nicola Veasy
Date Deposited:	09 Nov 2022 11:41
Last Modified:	09 Nov 2022 11:41
URI:	https://ueaeprints.uea.ac.uk/id/eprint/89727
DOI:

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