Organisational consequences of asymmetries in task dependence : the moderating role of HR practices

De Jong, Simon B.; Kunze, Florian; Bruch, Heike

Organisational consequences of asymmetries in task dependence : the moderating role of HR practices

Dateien

DeJong_2-7y5ga315umkn3.pdfGröße: 338.3 KBDownloads: 365

Datum

2017

Autor:innen

De Jong, Simon B.

Kunze, Florian

Bruch, Heike

Publikationstyp

Zeitschriftenartikel

Publikationsstatus

Published

Erschienen in

Human Resource Management Journal. 2017, 27(1), pp. 75-93. ISSN 0954-5395. eISSN 1748-8583. Available under: doi: 10.1111/1748-8583.12126

Zusammenfassung

This study integrates recent advances in interdependence theory with the literature on commitment-based HR practices. New research on interdependence theory suggests that differences, or asymmetries, in task dependence among organisational members can cause interests to diverge. Prior research has shown that this can negatively affect interpersonal relations, individual outcomes and team processes. However, these insights gained on the dyadic, individual and team levels of analysis have not yet been explored at the organisational level and, until now, no research had yet connected these advances in interdependence theory to the field of HRM research. Hence, the current study investigates (a) whether asymmetries in task dependence do (or do not) matter at the organisational level and affect organisational effectiveness, (b) why this relationship may work by assessing a key mediator, namely, trust climate and (c) if and how these relationships can be altered by commitment-based HR practices. Our moderated-mediation model was tested and fully supported by a multi-source data set of 8,390 employees from 67 organisations.

Fachgebiet (DDC)

320 Politik

Zitieren

ISO 690

DE JONG, Simon B., Florian KUNZE, Heike BRUCH, 2017. Organisational consequences of asymmetries in task dependence : the moderating role of HR practices. In: Human Resource Management Journal. 2017, 27(1), pp. 75-93. ISSN 0954-5395. eISSN 1748-8583. Available under: doi: 10.1111/1748-8583.12126

BibTex

@article{DeJong2017-02-16Organ-38703,
  year={2017},
  doi={10.1111/1748-8583.12126},
  title={Organisational consequences of asymmetries in task dependence : the moderating role of HR practices},
  number={1},
  volume={27},
  issn={0954-5395},
  journal={Human Resource Management Journal},
  pages={75--93},
  author={De Jong, Simon B. and Kunze, Florian and Bruch, Heike}
}

RDF

<rdf:RDF
    xmlns:dcterms="http://purl.org/dc/terms/"
    xmlns:dc="http://purl.org/dc/elements/1.1/"
    xmlns:rdf="http://www.w3.org/1999/02/22-rdf-syntax-ns#"
    xmlns:bibo="http://purl.org/ontology/bibo/"
    xmlns:dspace="http://digital-repositories.org/ontologies/dspace/0.1.0#"
    xmlns:foaf="http://xmlns.com/foaf/0.1/"
    xmlns:void="http://rdfs.org/ns/void#"
    xmlns:xsd="http://www.w3.org/2001/XMLSchema#" > 
  <rdf:Description rdf:about="https://kops.uni-konstanz.de/server/rdf/resource/123456789/38703">
    <dcterms:rights rdf:resource="https://rightsstatements.org/page/InC/1.0/"/>
    <dc:date rdf:datatype="http://www.w3.org/2001/XMLSchema#dateTime">2017-05-03T10:56:55Z</dc:date>
    <dc:contributor>Bruch, Heike</dc:contributor>
    <dspace:hasBitstream rdf:resource="https://kops.uni-konstanz.de/bitstream/123456789/38703/1/DeJong_2-7y5ga315umkn3.pdf"/>
    <dcterms:abstract xml:lang="eng">This study integrates recent advances in interdependence theory with the literature on commitment-based HR practices. New research on interdependence theory suggests that differences, or asymmetries, in task dependence among organisational members can cause interests to diverge. Prior research has shown that this can negatively affect interpersonal relations, individual outcomes and team processes. However, these insights gained on the dyadic, individual and team levels of analysis have not yet been explored at the organisational level and, until now, no research had yet connected these advances in interdependence theory to the field of HRM research. Hence, the current study investigates (a) whether asymmetries in task dependence do (or do not) matter at the organisational level and affect organisational effectiveness, (b) why this relationship may work by assessing a key mediator, namely, trust climate and (c) if and how these relationships can be altered by commitment-based HR practices. Our moderated-mediation model was tested and fully supported by a multi-source data set of 8,390 employees from 67 organisations.</dcterms:abstract>
    <dc:contributor>De Jong, Simon B.</dc:contributor>
    <dcterms:hasPart rdf:resource="https://kops.uni-konstanz.de/bitstream/123456789/38703/1/DeJong_2-7y5ga315umkn3.pdf"/>
    <dcterms:isPartOf rdf:resource="https://kops.uni-konstanz.de/server/rdf/resource/123456789/42"/>
    <dc:creator>De Jong, Simon B.</dc:creator>
    <dc:contributor>Kunze, Florian</dc:contributor>
    <dc:creator>Kunze, Florian</dc:creator>
    <dcterms:title>Organisational consequences of asymmetries in task dependence : the moderating role of HR practices</dcterms:title>
    <dc:creator>Bruch, Heike</dc:creator>
    <dcterms:available rdf:datatype="http://www.w3.org/2001/XMLSchema#dateTime">2017-05-03T10:56:55Z</dcterms:available>
    <dc:rights>terms-of-use</dc:rights>
    <dcterms:issued>2017-02-16</dcterms:issued>
    <bibo:uri rdf:resource="https://kops.uni-konstanz.de/handle/123456789/38703"/>
    <dspace:isPartOfCollection rdf:resource="https://kops.uni-konstanz.de/server/rdf/resource/123456789/42"/>
    <void:sparqlEndpoint rdf:resource="http://localhost/fuseki/dspace/sparql"/>
    <dc:language>eng</dc:language>
    <foaf:homepage rdf:resource="http://localhost:8080/"/>
  </rdf:Description>
</rdf:RDF>

Universitätsbibliographie

Ja