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How does employee develop HR attribution?
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Han, Kyongji. How does employee develop HR attribution?. Retrieved from https://doi.org/doi:10.7282/T3J38VZ1

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TitleHow does employee develop HR attribution?
NameHan, Kyongji (author); Lepak, David P (chair); McKay, Patrick F (internal member); Fulmer, Ingrid (internal member); Jiang, Kaifeng (outside member); Rutgers University; Graduate School - New Brunswick
Date Created2016
Other Date2016-10 (degree)
SubjectIndustrial Relations and Human Resources, Personnel management, Organizational behavior, Management
Extent1 online resource (x, 98 p. : ill.)
DescriptionDrawing on the human resource (HR) attributions perspective, this study pursues advances in the arguments of the psychological process of human resource management. As it employs leader-member exchange (LMX) and social comparison theory, the study first identifies how LMX and relative LMX influence the development of HR attributions. Based on social exchange theory, justice theory, and motivation theory, this study puts forward two hypotheses. First, HR attribution of employee well-being increases employees' organizational citizenship behaviors (OCBs) and performance while decreasing their turnover intention. Second, the HR attribution of employee exploitation decreases employees' OCBs and performance while increasing their turnover intention. Further, this study suggests that the relationships between HR attributions and employee outcomes are contingent on relative LMX. Results from 499 employees across 53 groups of an organization showed that LMX and Relative LMX (RLMX) were important factors which were strongly related to HR attributions and employee outcomes. Both HR attribution for employee well-being and exploitation had significant positive relationships with OCBs, but only HR attribution for employee well-being influenced turnover intention and performance. The interaction effects of relative LMX and HR attribution were significant only when the type of HR attribution was well-being. This study highlights the importance of LMX and RLMX in understanding the development and roles of HR attributions in the HR process.
NotePh.D.
NoteIncludes bibliographical references
Noteby Kyongji Han
Genretheses, ETD doctoral
Persistent URLhttps://doi.org/doi:10.7282/T3J38VZ1
Languageeng
CollectionGraduate School - New Brunswick Electronic Theses and Dissertations
Organization NameRutgers, The State University of New Jersey
RightsThe author owns the copyright to this work.
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