Partial least squares structural equation modeling (PLS-SEM) has become a key multivariate analysis technique that human resource management (HRM) researchers frequently use. While most disciplines...

Partial least squares structural equation modeling in HRM research

Manufacturing Advantage: Why High-Performance Work Systems Pay Off

This book provides an excellent and elegant analysis of the field of human resource management. While the title implies that it is only about the relationship of human resource management to organi...

Strategy and human resource management

Organizational commitment and turnover intention among rural nurses in the Philippines: Implications for nursing management.

Aim Using an interactionist perspective to test on-the-job embeddedness and off-the-job embeddedness as possible moderators for the predictive effects of job satisfaction and job stress on nurses' turnover intentions Background As turnover worsens nurse shortages across the globe, researchers needs to find ways to work out and reduce nurses' turnover intentions By exploring contributory factors, namely on-the-job and off-the-job embeddedness as two distinctive forms that both act as moderators, we add to the literature on effective nurse retention and highlight that incorporating off-the-job factors can provide a more realistic understanding of why people consider leaving their organization Design Survey of 361 nurses of the United Kingdom's (UK's) National Health Service, in 2016 Method We conducted hierarchical multiple regression and simple slope analyses Results Job satisfaction was negatively associated with turnover intentions, and this negative relationship was stronger when off-the-job embeddedness was high (vs low) Job stress was positively related to turnover intentions, yet high (vs low) off-the-job embeddedness buffered this relationship In contrast, when on-the-job embeddedness was high (vs low), the relationship between job stress and turnover intentions were even stronger Conclusion Results showed that using an interactionist perspective is useful in predicting nurse turnover Nursing management should be made aware of the importance of being embedded off-the-job to prevent nurse turnover This paper issues guidelines to form a more comprehensive staff retention programme for the healthcare sector

Job satisfaction, job stress and nurses' turnover intentions: The moderating roles of on-the-job and off-the-job embeddedness

One of the main goals of Human Resource Management (HRM) is to increase the performance of organizations. However, few studies have explicitly addressed the multidimensional character of performance and linked HR practices to various outcome dimensions. This study therefore adds to the literature by relating HR practices to three outcome dimensions: financial, organizational and employee (HR) outcomes. Furthermore, we will analyze how HR practices influence these outcome dimensions, focusing on the mediating role of job satisfaction. This study uses a unique dataset, based on the ‘ActiZ Benchmark in Healthcare’, a benchmark study conducted in Dutch home care, nursing care and care homes. Data from autumn 2010 to autumn 2011 were analyzed. In total, 162 organizations participated during this period (approximately 35% of all Dutch care organizations). Employee data were collected using a questionnaire (61,061 individuals, response rate 42%). Clients were surveyed using the Client Quality Index for long-term care, via stratified sampling. Financial outcomes were collected using annual reports. SEM analyses were conducted to test the hypotheses. It was found that HR practices are - directly or indirectly - linked to all three outcomes. The use of HR practices is related to improved financial outcomes (measure: net margin), organizational outcomes (measure: client satisfaction) and HR outcomes (measure: sickness absence). The impact of HR practices on HR outcomes and organizational outcomes proved substantially larger than their impact on financial outcomes. Furthermore, with respect to HR and organizational outcomes, the hypotheses concerning the full mediating effect of job satisfaction are confirmed. This is in line with the view that employee attitudes are an important element in the ‘black box’ between HRM and performance. The results underscore the importance of HRM in the health care sector, especially for HR and organizational outcomes. Further analyses of HRM in the health care sector will prove to be a productive endeavor for both scholars and HR managers.

/pdf/hrm-and-its-effect-on-employee-organizational-and-financial-wib0cdqtci.pdf

HRM and its effect on employee, organizational and financial outcomes in health care organizations

Hoewel de aandacht op dit moment door de economische crisis vooral uitgaat naar
oplopende werkloosheid, is de verwachting dat de komende jaren vooral in de zorg een
groot personeelstekort zal ontstaan. Door de vergrijzing stijgt de vraag naar zorg, terwijl
het aanbod van personeel juist daalt. Voor zorgorganisaties is het daarom van cruciaal
belang om personeel aan zich te binden. In dit artikel analyseren we de redenen voor
binding bij zorgmedewerkers in de Verpleging, Verzorging en Thuiszorg (VVT) sector. We
besteden daarbij expliciete aandacht aan diversiteit, in het bijzonder verschillen tussen
mannen en vrouwen, omdat eerder onderzoek laat zien dat er sekseverschillen bestaan
in binding van werknemers. Analyses van gegevens uit de ActiZ Benchmark in de Zorg
(160 organisaties, meer dan 60.000 respondenten) laten zien dat er een aantal redenen
zijn voor medewerkers om zich te binden aan de organisatie. Goede ontwikkelings- en
loopbaanmogelijkheden blijkt de belangrijkste reden te zijn waarom medewerkers bij
hun organisatie willen blijven. HR-managers kunnen hierop inspelen, door goed na te
gaan welke ontwikkelmogelijkheden medewerkers wensen. Na ontwikkeling en loopbaan
blijkt een goede werksfeer erg belangrijk. Waardering voor elkaars werk en goed contact
met collega’s heeft een sterke invloed op de binding van medewerkers. Voor mannen is
hiernaast een sterke organisatievisie en -ambitie een belangrijke reden om bij een organisatie
te blijven, terwijl dit voor vrouwen minder van belang lijkt te zijn. De gemiddelde
score voor visie en ambitie is niet erg hoog: een 6,7 op een schaal van 1-10. Op dit gebied
kunnen HR-managers en leidinggevenden in de zorgsector nog veel winnen.

/pdf/binding-en-diversiteit-van-zorgmedewerkers-een-grootschalige-16bhinldqh.pdf

Binding en diversiteit van zorgmedewerkers. Een grootschalige analyse binnen de Verpleging, Verzorging en Thuiszorg

Background: One of the main goals of Human Resource Management (HRM) is to increase the performance of organizations. However, few studies have explicitly addressed the multidimensional character of performance and linked HR practices to various outcome dimensions. This study therefore adds to the literature by relating HR practices to three outcome dimensions: financial, organizational and employee (HR) outcomes. Furthermore, we will analyze how HR practices influence these outcome dimensions, focusing on the mediating role of job satisfaction. Methods: This study uses a unique dataset, based on the ‘ActiZ Benchmark in Healthcare’, a benchmark study conducted in Dutch home care, nursing care and care homes. Data from autumn 2010 to autumn 2011 were analyzed. In total, 162 organizations participated during this period (approximately 35% of all Dutch care organizations). Employee data were collected using a questionnaire (61,061 individuals, response rate 42%). Clients were surveyed using the Client Quality Index for long-term care, via stratified sampling. Financial outcomes were collected using annual reports. SEM analyses were conducted to test the hypotheses. Results: It was found that HR practices are - directly or indirectly - linked to all three outcomes. The use of HR practices is related to improved financial outcomes (measure: net margin), organizational outcomes (measure: client satisfaction) and HR outcomes (measure: sickness absence). The impact of HR practices on HR outcomes and organizational outcomes proved substantially larger than their impact on financial outcomes. Furthermore, with respect to HR and organizational outcomes, the hypotheses concerning the full mediating effect of job satisfaction are confirmed. This is in line with the view that employee attitudes are an important element in the ‘black box’ between HRM and performance. Conclusion: The results underscore the importance of HRM in the health care sector, especially for HR and organizational outcomes. Further analyses of HRM in the health care sector will prove to be a productive endeavor for both scholars and HR managers.

https://papers.ssrn.com/sol3/Delivery.cfm/SSRN_ID2526956_code1911682.pdf?abstractid=2461085&mirid=1

HRM and Its Effect on Employee, Organizational and Financial Outcomes in Health Care Organizations

Aim: To analyze the impact of six job characteristics on the intention of nurses to leave their organization, specifically focusing on long term care settings: nursing homes, care homes and home care.Background: When nurses leave their organization, this can negatively affect organizational performance. Organizations have to recruit new nurses and tacit knowledge is lost. Furthermore, organizational turnover could contribute to the nursing shortage, which will increasingly become a problem given the aging population. This article adds to the literature, given a) its focus on long term care and b) by explicating the differences between nursing and care homes (intramural) on the one hand and home care (extramural) on the other.Design: SurveyMethod: Survey of 9,982 nurses in 156 Dutch organizations in 2010-2011, 6,321 nurses in nursing and care homes and 3,661 nurses working in home care, based on the ActiZ Benchmark in Healthcare.Results: Firstly, the most important reason for nurses’ intention to leave is insufficient development and career opportunities. Secondly, a negative working atmosphere strongly influenced intention to leave. The impact of the working atmosphere is not often examined in the literature. However, this research shows that it is an important reason. Thirdly, intention to leave is partly context dependent. More specifically, when nurses in home care felt that their autonomy was reduced, this strongly influenced their intention to leave, while this was not the case for nurses working in nursing and care homes.Conclusion: This article provides guidelines for organizations on how to retain their nurses.

https://papers.ssrn.com/sol3/Delivery.cfm/SSRN_ID2355842_code1951216.pdf?abstractid=2291348&mirid=1&type=2

Why Do Nurses Intend to Leave Their Organization? A Large Scale Analysis in Long Term Care

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Organisaties streven daarom naar 'loyale' werknemers. Er zijn al verschillende manieren om loyaliteit te meten, zoals via 'organisatiebetrokkenheid'. Maar is er niet een ultieme vraag die we kunnen stellen? Misschien kunnen we deze loyaliteit meten via de zogenaamde 'Werkgever Net Promotor Score'. Deze vraag is afgeleid van het artikel van Frederick Reichfeld uit de Harvard Business Review, getiteld "The one number you need to grow". Reichfeld stelt er een 'ultieme vraag' is die bedrijven aan hun klanten kunnen stellen. Deze vraag: "In welke mate beveelt u deze organisatie aan bij vrienden en familie?" wordt in klanttevredenheidsonderzoeken gebruikt gebruikt om de loyaliteit van klanten te meten.

https://repub.eur.nl/pub/51009/Metis_197939.pdf

De “ultieme HRM-vraag”: Zou jij je werkgever aanbevelen aan familie en vrienden?

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