The University of Southampton
University of Southampton Institutional Repository

Perceptions of HR practices on job motivation and work-life balance: mixed drives and outcomes in a labor-intensive sector

Perceptions of HR practices on job motivation and work-life balance: mixed drives and outcomes in a labor-intensive sector
Perceptions of HR practices on job motivation and work-life balance: mixed drives and outcomes in a labor-intensive sector
Purpose: Based on regulatory focus theory and social exchange theory, this study explains how care service workers’ job attitudes, such as job satisfaction, organizational commitment and perceived organizational support, help form their promotion-focus or prevention-focus perceptions of firms’ HR practices.

Design/methodology: A survey study of 709 residential care service workers was used to test the developed framework with structure equation modelling analysis.

Findings: The empirical results show that the perceptions of HR practices in the British care service sector can simultaneously enhance workers’ job motivation and help to correct their work-life imbalance, which have different effects on workers’ job attitudes.
Research implications: Perceptions of HR practices can create both promotion- and prevention-focused perceptions from the workers’ perspective. The mixed perceptions about HR practices trigger both perceptions of job motivation and perceptions of work-life imbalance that can then lead to different outcomes with regard to job attitudes.

Practical implication: This study helps practitioners apply HR practices suitably, to certain types of employees in order to drive positive, rather than negative impacts. It is important for managers in the care service industry to take into account the conditions that determine the impacts of perceptions of HR practices on workers’ job attitudes when deciding to adopt HR practices.

Originality: This study contributes to the management literature by providing empirical evidence of the critical role played by job motivation and work-life imbalance in the perceptions of HR practices and job attitudes link.
0143-7720
1-32
Bui, Hong
5cec562e-5ca4-4b86-bd95-b122b2755629
Liu, Gordon
007f9930-f197-4b10-88a6-f20102249711
Footner, Sarah
10c64993-3931-492a-a0a9-511f20d23810
Bui, Hong
5cec562e-5ca4-4b86-bd95-b122b2755629
Liu, Gordon
007f9930-f197-4b10-88a6-f20102249711
Footner, Sarah
10c64993-3931-492a-a0a9-511f20d23810

Bui, Hong, Liu, Gordon and Footner, Sarah (2016) Perceptions of HR practices on job motivation and work-life balance: mixed drives and outcomes in a labor-intensive sector. International Journal of Manpower, 37 (6), 1-32. (doi:10.1108/IJM-12-2015-0214).

Record type: Article

Abstract

Purpose: Based on regulatory focus theory and social exchange theory, this study explains how care service workers’ job attitudes, such as job satisfaction, organizational commitment and perceived organizational support, help form their promotion-focus or prevention-focus perceptions of firms’ HR practices.

Design/methodology: A survey study of 709 residential care service workers was used to test the developed framework with structure equation modelling analysis.

Findings: The empirical results show that the perceptions of HR practices in the British care service sector can simultaneously enhance workers’ job motivation and help to correct their work-life imbalance, which have different effects on workers’ job attitudes.
Research implications: Perceptions of HR practices can create both promotion- and prevention-focused perceptions from the workers’ perspective. The mixed perceptions about HR practices trigger both perceptions of job motivation and perceptions of work-life imbalance that can then lead to different outcomes with regard to job attitudes.

Practical implication: This study helps practitioners apply HR practices suitably, to certain types of employees in order to drive positive, rather than negative impacts. It is important for managers in the care service industry to take into account the conditions that determine the impacts of perceptions of HR practices on workers’ job attitudes when deciding to adopt HR practices.

Originality: This study contributes to the management literature by providing empirical evidence of the critical role played by job motivation and work-life imbalance in the perceptions of HR practices and job attitudes link.

Full text not available from this repository.

More information

Accepted/In Press date: 22 March 2016
e-pub ahead of print date: 5 September 2016
Published date: 5 September 2016
Organisations: Centre for Relational Leadership & Change

Identifiers

Local EPrints ID: 392002
URI: https://eprints.soton.ac.uk/id/eprint/392002
ISSN: 0143-7720
PURE UUID: f2e63350-6b3a-464b-8002-e044dc0cbcc3

Catalogue record

Date deposited: 13 Apr 2016 14:13
Last modified: 16 Apr 2018 16:31

Export record

Altmetrics

Download statistics

Downloads from ePrints over the past year. Other digital versions may also be available to download e.g. from the publisher's website.

View more statistics

Atom RSS 1.0 RSS 2.0

Contact ePrints Soton: eprints@soton.ac.uk

ePrints Soton supports OAI 2.0 with a base URL of https://eprints.soton.ac.uk/cgi/oai2

This repository has been built using EPrints software, developed at the University of Southampton, but available to everyone to use.

We use cookies to ensure that we give you the best experience on our website. If you continue without changing your settings, we will assume that you are happy to receive cookies on the University of Southampton website.

×