The Typology, Antecedents and Consequences of Human Resource Attributions: A Literature Review and Agenda for Future Research

Abstract

Abstract: Human resource attributions are defined as an employee’s inference of intention for his/her organization’s designing and implementing human resource management. This paper conducts a systematic review of HR attributions based on 25 studies. Overall, HR attributions can be categorized into three patterns, and they are determined by both individual differences and the organizational HRM system. Through social exchange theory, social identity theory, conservation of resources theory, and job demands-resources model, HR attributions have been found to have significant effects on employees’ emotions, work attitudes and behavior. In addition, the consequences of HR attribution are contingent on the line manager, team attribution consensus, task idiosyncratic deals and trade unions. Future researches are advised to investigate the connotation and effects of team-level HR attributions and the influences of line managers and employees on HR attributions. Furthermore, further researches should explore both the boundary conditions as well as the mechanisms (i.e., motivational, and emotional mechanisms) of the effects of HR attribution.

Key words: human resource attributions, human resource management system, human resource management implementation

Song Yao, Wang Zhen, Song Meng. The Typology, Antecedents and Consequences of Human Resource Attributions: A Literature Review and Agenda for Future Research[J]. Management Review, 2022, 34(11): 181-192.

References

[1] 曹曼,席猛,赵曙明. 高绩效工作系统对员工主动性行为的影响机制研究——基于社会情境理论视角的跨层次模型[J]. 管理评论, 2020,32(6):244-254
[2] 侯宇,胡蓓. 人-工作匹配视角下高绩效人力资源实践对个体创造力的影响研究[J]. 管理评论, 2019,31(3):131-142
[3] 王震,姜福斌. 人力资源管理计划、实施与感知的差异研究——一个整合模型[J]. 经济管理, 2021,43(10):83-98
[4] Wright P. M., Nishii L. H. Strategic HRM and Organizational Behavior:Integrating Multiple Levels of Analysis[R]. CAHRS Working Paper 07-03, 2007
[5] Nishii L. H., Lepak D. P., Schneider B. Employee Attributions of the Why" of HR Practices:Their Effects on Employee Attitudes and Behaviors, and Customer Satisfaction[J]. Personnel Psychology, 2008,61(3):503-545
[6] Sanders K., Yang H. The HRM Process Approach:The Influence of Employees' Attribution to Explain the HRM-Performance Relationship[J]. Human Resource Management, 2016,55(2):201-217
[7] Van De Voorde, K., Beijer S. The Role of Employee HR Attributions in the Relationship between High-Performance Work Systems and Employee Outcomes[J]. Human Resource Management Journal, 2015,25(1):62-78
[8] Chen D., Wang Z. The Effects of Human Resource Attributions on Employee Outcomes during Organizational Change[J]. Social Behavior and Personality:An International Journal, 2014,42(9):1431-1443
[9] Hewett R., Shantz A., Mundy J., et al. Attribution Theories in Human Resource Management Research:A Review and Research Agenda[J]. The International Journal of Human Resource Management, 2018,29(1):87-126
[10] Alfes K., Veld M., Fürstenberg N. The Relationship between Perceived High-Performance Work Systems, Combinations of Human Resource Well-Being and Human Resource Performance Attributions and Engagement[J]. Human Resource Management Journal, 2021,31(3):729-752
[11] Lee B. Y., Kim T. Y., Gong Y., et al. Employee Well-Being Attribution and Job Change Intentions:The Moderating Effect of Task Idiosyncratic Deals[J]. Human Resource Management, 2020,59(4):327-338
[12] Guest D. E., Sanders K., Rodrigues R., et al. Signaling Theory as a Framework for Analyzing Human Resource Management Processes and Integrating Human Resource Attribution Theories:A Conceptual Analysis and Empirical Exploration[J]. Human Resource Management Journal, 2021,31(3):796-818
[13] Koys D. J. Human Resource Management and a Culture of Respect:Effects on Employees' Organizational Commitment[J]. Employee Responsibilities and Rights Journal, 1988,1(1):57-68
[14] Fan D., Huang Y., Timming A. R. Team-Level Human Resource Attributions and Performance[J]. Human Resource Management Journal, 2021,31(3):753-774
[15] Fontinha R., Chambel M. J., De Cuyper N. HR Attributions and the Dual Commitment of Outsourced IT Workers[J]. Personnel Review, 2012,41(6):832-848
[16] Khan S. A., Tang J. The Paradox of Human Resource Analytics:Being Mindful of Employees[J]. Journal of General Management, 2016,42(2):57-66
[17] Cao M., Zhao Y. X, Zhao S. M. Facilitating the Implementation Process of High-Performance Work Systems:The Role of Authentic Leadership[J]. Frontiers in Psychology, 2020,11:5507711
[18] 胡恩华,胡京京,单红梅,等. 基于工会实践调节效应的高绩效工作系统归因对反生产行为的影响研究[J]. 管理学报, 2020,17(6):833-842
[19] 张敏,赵李晶,赵曙明. 人力资源归因对建言行为的影响:心理契约的中介作用[J]. 经济与管理研究, 2020,41(4):120-131
[20] Montag-Smit T. A., Smit B. W. What Are You Hiding? Employee Attributions for Pay Secrecy Policies[J]. Human Resource Management Journal, 2021,31(3):704-728
[21] Malle B. F. Attribution Theories:How People Make Sense of Behavior:Theories in Social Psychology[M]. New York:Wiley Press, 2011
[22] 黄昱方,吴畑霖. 人力资源归因对团队绩效的影响机制研究[J]. 软科学, 2017,31(8):66-70
[23] 张倩,缪毅. 人力资源管理对员工工作绩效的影响——基于HRM归因调节模型[J]. 上海管理科学, 2014,36(3):39-41
[24] Dean J. W., Brandes P., Dharwadkar R. Organizational Cynicism[J]. Academy of Management Review, 1998,23(2):341-352
[25] Hewett R., Shantz A., Mundy J. Information, Beliefs, and Motivation:The Antecedents to Human Resource Attributions[J]. Journal of Organizational Behavior, 2019,40(5):570-586
[26] Clughston M., Howell J. P., Dorpman P. W. Does Cultural Socialization Predict Multiple Bases and Foci of Commitment[J]. Journal of Management, 2000,26(1):5-30
[27] Sanders K., Yang H., Li X. Quality Enhancement or Cost Reduction? The Influence of High-Performance Work Systems and Power Distance Orientation on Employee Human Resource Attributions[J]. International Journal of Human Resource Management, 2021, 32(21):4463-4490
[28] Gürlek M., Uygur A. Service-Oriented High-Performance Human Resource Practices and Employee Service Performance:A Test of Serial Mediation and Moderation Models[J]. Journal of Management and Organization, 2021,27(1):197-233
[29] Katou A. A., Budhwar P. S., Patel C. Line Manager Implementation and Employee HR Attributions Mediating Mechanisms in the HRM System-Organizational Performance Relationship:A Multilevel and Multipath Study[J]. Human Resource Management Journal, 2021,31(3):775-795
[30] Yang J., Arthur J. B. Implementing Commitment HR Practices:Line Manager Attributions and Employee Reactions[J]. International Journal of Human Resource Management, 2021,32(16):3339-3369
[31] Bowen D. E., Ostroff C. Understanding HRM-Firm Performance Linkages:The Role of the "Strength" of the HRM System[J]. Academy of Management Review, 2004,29(2):203-221
[32] Kelley H. H. The Processes of Causal Attribution[J]. American Psychologist, 1973,28(2):107-128
[33] Valizade D., Ogbonnaya C., Tregaskis O., et al. A Mutual Gains Perspective on Workplace Partnership:Employee Outcomes and the Mediating Role of the Employment Relations Climate[J]. Human Resource Management Journal, 2016,26(3):351-368
[34] 黄昱方,刘雪洁. 人力资源管理动机归因如何催生员工的知识共享[J]. 技术经济, 2020,39(10):181-188
[35] Koys D. J. Fairness, Legal Compliance, and Organizational Commitment[J]. Employee Responsibilities and Rights Journal, 1991,4(4):283-291
[36] Shantz A., Arevshatian L., Alfes K., et al. The Effect of HRM Attributions on Emotional Exhaustion and the Mediating Roles of Job Involvement and Work Overload[J]. Human Resource Management Journal, 2016,26(2):172-191
[37] Connelly B. L., Certo S. T., Ireland R. D., et al. Signaling Theory:A Review and Assessment[J]. Journal of Management, 2011,37(1):39-67
[38] Rousseau D. M., Ho V. T., Greenberg J. I-deals:Idiosyncratic Terms in Employment Relationships[J]. Academy of Management Review, 2016,31(4):977-994
[39] Cropanzano R., Mitchell M. S. Social Exchange Theory:An Interdisciplinary Review[J]. Journal of Management, 2005,31(6):874-900
[40] Tandung J. C. The Link Between HR Attributions and Employees' Turnover Intentions[J]. Gadjah Mada International Journal of Business, 2016,18(1):55-69
[41] Brown R. Social Identity Theory:Past Achievements, Current Problems and Future Challenges[J]. European Journal Social Psychology, 2000,30(6):745-778
[42] Gorgievski M. J., Hobfoll S. E. Work can Burn Us out or Fire Us up:Conservation of Resources in Burnout and Engagement[M]. Madison:Jonathon R. B. Halbesleben, 2008
[43] Bakker A. B., Demerouti E., Verbeke W. Using the Job Demands-Resources Model to Predict Burnout and Performance[J]. Human Resource Management, 2004,43(1):83-104
[44] Salancik G. R., Pfeffer J. A Social Information Processing Approach to Job Attitudes and Task Design[J]. Administrative Science Quarterly, 1978,23(2):224-253
[45] 张文勤,孙坤康,杨茂沁,等. 高绩效人力资源管理对员工体验的双刃剑效应:基于人力资源管理归因的过程模型[J]. 中国人力资源开发, 2020,37(9):115-129
[46] Ridder H. G., Piening E. P., Baluch A. M. Mind the Intended-Implemented Gap:Understanding Employees' Perceptions of HRM[J]. Human Resource Management, 2014,53(4):545-567
[47] Dansereau F., Graen G., Haga W. J. A Vertical Dyad Linkage Approach to Leadership within Formal Organizations. A Longitudinal Investigation of the Role Making Process[J]. Organizational Behavior and Human Performance, 1975,13(1):46-78
[48] Kim S., Su Z. X., Wright P. M. The "HR-Line-Connecting HRM System" and Its Effects on Employee Turnover[J]. Human Resource Management, 2018,57(5):1219-1231
[49] 陈超,刘新梅,葛瑞波. 领导-领导交换对团队创新的链式中介效应研究[J]. 管理评论, 2021,33(6):192-200
[50] Aguinis H., O'Boyle E. Star Performers in Twenty-First Century Organizations[J]. Personnel Psychology, 2014,67(2):313-350
[51] Call M., Nyberg A., Thatcher S. Stargazing:An Integrative Conceptual Review, Theoretical Reconciliation, and Extension for Star Employee Research[J]. Journal of Applied Psychology, 2015,100(3):623-640
[52] Luthans F., Youssef-Morgan C. M. Psychological Capital:An Evidence-Based Positive Approach[J]. Annual Review of Organizational Psychology and Organizational Behavior, 2017,4:339-366
[53] 侯楠,汤凯,汤明月. 突发公共事件下的人力资源管理应对措施:功效检验与防范启示[J]. 中国人力资源开发, 2021,38(8):82-98
[54] Ferris D. L., Lian H., Brown D. J., et al. Self-esteem and Job Performance:The Moderating Role of Self-esteem Contingencies[J]. Personnel Psychology, 2010,63(3):561-593
[55] Deci E. L., Ryan R. M. The "What" and "Why" of Goal Pursuits:Human Needs and the Self Determination of Behavior[J]. Psychological Inquiry, 2000,11(4):227-268
[56] Ryan R. M., Deci E. L. Self-determination Theory and the Facilitation of Intrinsic Motivation, Social Development, and WellBeing[J]. American Psychologist, 2000,55(1):68-78
[57] Ryan R. M., Deci E. L. Self-regulation and the Problem of Human Autonomy:Does Psychology Need Choice, Selfdetermination, and Will[J]. Journal of Personality, 2006,74(6):1557-1586
[58] Van Den Broeck A., Ferris D. L., Chang C. H., et al. A Review of Self-determination Theory' s Basic Psychological Needs at Work[J]. Journal of Management, 2016,42(5):1195-1229
[59] Van Den Broeck A., Vansteenkiste M., De Witte H., et al. Capturing Autonomy, Competence, and Relatedness at Work:Construction and Initial Validation of the Work-Related Basic Need Satisfaction Scale[J]. Journal of Occupational and Organizational Psychology, 2010,83(4):981-1002
[60] Van Den Broeck A., Lens W., De Witte H., et al. Unraveling the Importance of the Quantity and the Quality of Workers' Motivation for Well-Being:A Person-Centered Perspective[J]. Journal of Vocational Behavior, 2013,82(1):69-78
[61] 魏巍,彭纪生,华斌. 资源保存视角下高绩效人力资源系统对员工突破式创造力的双刃剑效应[J]. 管理评论, 2020,32(8):215-227
[62] 胡东妹,何路峰,陈默. 领导的亲组织不道德行为与员工情绪枯竭:情绪认知评价的理论视角[J]. 中国人力资源开发, 2021,38(10):64-77