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dc.contributor.authorVossaert, Lien
dc.contributor.authorAnseel, Frederik
dc.contributor.authorCollewaert, Veroniek
dc.contributor.authorFoss, Nicolai J.
dc.date.accessioned2021-11-03T15:18:50Z
dc.date.available2021-11-03T15:18:50Z
dc.date.issued2021en_US
dc.identifier.doi10.1111/joms.12781
dc.identifier.urihttp://hdl.handle.net/20.500.12127/6987
dc.description.abstractDivergent but complementary perspectives have been articulated regarding how management practices and their implementation influence firm performance. Integrating such perspectives in the human resource (HR) management literature, we examine how HR management practices formulated at firm level interact with HR decisions at lower levels, and how this affects firm performance. HR implementation models have proposed that consistency in HR practices across organizational levels and units is key; conversely, idiosyncratic deals (i-deals) theory advances individualization as a central principle, suggesting that lower-level initiative in making decisions that reflect local circumstances should have beneficial effects. Addressing the interplay between the consistency and individualization perspectives in a sample of 870 employees nested in 36 firms, we present evidence suggesting that individualized HR decisions positively affect firm performance only in the presence of strong firm-level HR practices. This interplay occurs through two mediating social exchange processes: perceived organizational support and perceived distributive justice.en_US
dc.language.isoenen_US
dc.publisherWileyen_US
dc.subjectFirm Performanceen_US
dc.subjectHR Differentiationen_US
dc.subjectI-Dealsen_US
dc.subjectIndividualized HRen_US
dc.subjectManagement Practicesen_US
dc.subjectStrategic HRen_US
dc.titleThere’s many a slip ‘twixt the cup and the lip”: HR management practices and firm performanceen_US
dc.identifier.journalJournal of Management Studiesen_US
dc.contributor.departmentDepartment of Personnel Management, Work and Organizational Psychology, Ghent Universityen_US
dc.contributor.departmentUNSW Sydney Business Schoolen_US
dc.contributor.departmentKatholieke Universiteit Leuven, Department of Managerial Economics, Strategy and Innovationen_US
dc.contributor.departmentDepartment of Strategy and Innovation; Copenhagen Business Schoolen_US
dc.identifier.eissn1467-6486
vlerick.knowledgedomainEntrepreneurshipen_US
vlerick.knowledgedomainHuman Resource Managementen_US
vlerick.typearticleFT ranked journal article  en_US
vlerick.vlerickdepartmentEGSen_US
dc.identifier.vperid76153en_US


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