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HRM and Workplace Motivation: Incremental and Threshold Effects

  • Alex Bryson
  • Michael White

The HRM-performance linkage often invokes an assumption of increased employee commitment to the organization and other positive effects of a motivational type. We present a theoretical framework in which motivational effects of HRM are conditional on its intensity, utilizing especially the idea of HRM 'bundling'. We then analyse the association between HRM practices and employees' organisational commitment (OC) and intrinsic job satisfaction (IJS). HRM practices have significantly positive relationships with OC and IJS chiefly at high levels of implementation, but with important distinctions between the domain-level analysis (comprising groups of practices for specific domains such as employee development) and the across-domain or HRM-system level. Findings support a threshold interpretation of the link between HRM domains and employee motivation, but at the system-level both incremental and threshold models receive some support.

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File URL: http://cep.lse.ac.uk/pubs/download/dp1097.pdf
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Paper provided by Centre for Economic Performance, LSE in its series CEP Discussion Papers with number dp1097.

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Date of creation: Nov 2011
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Handle: RePEc:cep:cepdps:dp1097
Contact details of provider: Web page: http://cep.lse.ac.uk/_new/publications/series.asp?prog=CEP

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  1. Nick Bloom & Tobias Kretschmer & John Van Reenen, 2011. "Are family-friendly workplace practices a valuable firm resource?," LSE Research Online Documents on Economics 33892, London School of Economics and Political Science, LSE Library.
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