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Employee human resource management values: validation of a new concept and scale

PURPOSE: Although human resource management (HRM) practices all seek to support and improve organizational functioning, the value ascribed to various HRM practices differs greatly among employees. Drawing on an exhaustive measure of HRM practices, this study proposed a new conceptualization and meas...

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Autores principales: Drouin-Rousseau, Sophie, Fernet, Claude, Austin, Stéphanie, Fabi, Bruno, Morin, Alexandre J. S.
Formato: Online Artículo Texto
Lenguaje:English
Publicado: Frontiers Media S.A. 2023
Materias:
Acceso en línea:https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10196065/
https://www.ncbi.nlm.nih.gov/pubmed/37213377
http://dx.doi.org/10.3389/fpsyg.2023.1049657
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author Drouin-Rousseau, Sophie
Fernet, Claude
Austin, Stéphanie
Fabi, Bruno
Morin, Alexandre J. S.
author_facet Drouin-Rousseau, Sophie
Fernet, Claude
Austin, Stéphanie
Fabi, Bruno
Morin, Alexandre J. S.
author_sort Drouin-Rousseau, Sophie
collection PubMed
description PURPOSE: Although human resource management (HRM) practices all seek to support and improve organizational functioning, the value ascribed to various HRM practices differs greatly among employees. Drawing on an exhaustive measure of HRM practices, this study proposed a new conceptualization and measure of HRM values, the HRM Values Scale (HRM-VS). DESIGN/METHODOLOGY/APPROACH: To examine the psychometric properties of scores obtained on this new measure, we rely on a sample of 979 employees occupying a variety of jobs within various private and public organizations. FINDINGS: Through the comparison of confirmatory factor analysis (CFA) and exploratory structural equation modeling (ESEM) solutions, our results supported a nine-factor structure of participants’ responses to the HRM-VS and the measurement invariance of this solution across male and female employees. Specifically, they support that the HRM-VS items adequately capture core HRM values underlying independent HRM practices. Criterion-related validity was evidenced with respect to employees’ ratings of intrinsic and extrinsic job satisfaction. RESEARCH IMPLICATIONS: The HRM-VS appears to represent a promising tool for research and intervention seeking to account for individual differences in the relative importance of various HRM practices, in order to devise more effective HRM systems. PRACTICAL IMPLICATIONS: This new concise but complete measure could help better guide organizations in tailoring their strategic HRM. ORIGINALITY/VALUE: This study introduces HRM values as a valid concept that characterizes what employees desire or consider to be important in relation to HRM practices.
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spelling pubmed-101960652023-05-20 Employee human resource management values: validation of a new concept and scale Drouin-Rousseau, Sophie Fernet, Claude Austin, Stéphanie Fabi, Bruno Morin, Alexandre J. S. Front Psychol Psychology PURPOSE: Although human resource management (HRM) practices all seek to support and improve organizational functioning, the value ascribed to various HRM practices differs greatly among employees. Drawing on an exhaustive measure of HRM practices, this study proposed a new conceptualization and measure of HRM values, the HRM Values Scale (HRM-VS). DESIGN/METHODOLOGY/APPROACH: To examine the psychometric properties of scores obtained on this new measure, we rely on a sample of 979 employees occupying a variety of jobs within various private and public organizations. FINDINGS: Through the comparison of confirmatory factor analysis (CFA) and exploratory structural equation modeling (ESEM) solutions, our results supported a nine-factor structure of participants’ responses to the HRM-VS and the measurement invariance of this solution across male and female employees. Specifically, they support that the HRM-VS items adequately capture core HRM values underlying independent HRM practices. Criterion-related validity was evidenced with respect to employees’ ratings of intrinsic and extrinsic job satisfaction. RESEARCH IMPLICATIONS: The HRM-VS appears to represent a promising tool for research and intervention seeking to account for individual differences in the relative importance of various HRM practices, in order to devise more effective HRM systems. PRACTICAL IMPLICATIONS: This new concise but complete measure could help better guide organizations in tailoring their strategic HRM. ORIGINALITY/VALUE: This study introduces HRM values as a valid concept that characterizes what employees desire or consider to be important in relation to HRM practices. Frontiers Media S.A. 2023-05-05 /pmc/articles/PMC10196065/ /pubmed/37213377 http://dx.doi.org/10.3389/fpsyg.2023.1049657 Text en Copyright © 2023 Drouin-Rousseau, Fernet, Austin, Fabi and Morin. https://creativecommons.org/licenses/by/4.0/This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.
spellingShingle Psychology
Drouin-Rousseau, Sophie
Fernet, Claude
Austin, Stéphanie
Fabi, Bruno
Morin, Alexandre J. S.
Employee human resource management values: validation of a new concept and scale
title Employee human resource management values: validation of a new concept and scale
title_full Employee human resource management values: validation of a new concept and scale
title_fullStr Employee human resource management values: validation of a new concept and scale
title_full_unstemmed Employee human resource management values: validation of a new concept and scale
title_short Employee human resource management values: validation of a new concept and scale
title_sort employee human resource management values: validation of a new concept and scale
topic Psychology
url https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10196065/
https://www.ncbi.nlm.nih.gov/pubmed/37213377
http://dx.doi.org/10.3389/fpsyg.2023.1049657
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