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Title: HR practices and affective organizational commitment: (when) does HR differentiation pay off?
Authors: Marescaux, Elise ×
De Winne, Sophie
Sels, Luc #
Issue Date: 2013
Publisher: Industrial Relations Services and Personnel Publications, Ltd.
Series Title: Human Resource Management Journal vol:23 issue:4 pages:329-345
Abstract: We argue that differentiating HR practices across employees leads employees to compare their situation with colleagues to assess the favourability of HR practice outcomes (e.g. money). These perceptions can be negative (i.e. feeling set back), neutral (i.e. feeling treated the same) or positive (i.e. feeling advantaged). Data from 13,639 Belgian employees showed that perceived favourability of HR practice outcomes is positively associated with affective organisational commitment, but the relationship is attenuated at positive levels. Thus, differentiation may be a double-edged sword as the losses among employees feeling set back may temper, neutralise or even outweigh the benefits among those feeling advantaged. The relationships found were especially salient for work practices (e.g. autonomy) compared with economic practices (e.g. bonuses). Developmental practices were found to be least suited for differentiation across employees. No evidence of a moderating role of employees’ preference for equality (vs. differentiation) was found.
URI: 
ISSN: 0954-5395
Publication status: published
KU Leuven publication type: IT
Appears in Collections:Faculty of Economics and Business (FEB) - miscellaneous
Onderzoekseenheid Human Resources Management @ Thomas More Antwerpen
Research Centre for Organisation Studies @ Leuven
× corresponding author
# (joint) last author

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