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Abstract:

Purpose. Employees in civil society organisations typically are very passionate about their job. Intrinsic goals such as personal growth, good relations with others and contributing to society are important drivers for them. Flemish civil society organisations today experience many pressures to change their way of working and become more effective and productive to be able to survive. Building on insights of the self-determination theory, we expect that an HRM strategy that supports and strengthens the intrinsic goals of the employees might be the crucial way to allow these organisations to survive. High commitment HR practices focussing on development, empowerment and commitment might be more effective than an HRM strategy focusing on productivity in ensuring positive outcomes for both employees and the organisation. Methodology. We conducted and employee survey among employees of 13 civil society organisations in Flanders. Results. We find a positive relationship between some high-commitment HR practices and work engagement and innovative work behaviour. In addition het intrinsic aspiration to contribute to society mediates these relations. Limitations. Our study is restricted to a limited sample of Flemish civil society organisations. The specific characteristics of civil society in Flanders do not allow us to generalise these findings. Implications. Civil society organisations should focus their HR strategy on strengthening and supporting the intrinsic work goals of their employees. Value. This study contributes to a better understanding of the relations between HRM and the self-determination theory.