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What is HRM Practices and Employee Outcomes about?

This study investigates the differential effects of three subdimensions of human resource management (HRM) practices—skill-, motivation-, and opportunity-enhancing—on employee innovative behaviors and well-being. It explores the mutual gains perspective, which suggests positive relationships between HRM practices and employee performance, alongside the conflicting outcomes perspective that links HRM practices to increased job demands and stress. The findings indicate heterogeneous effects of HRM practices,

Author

iqbalmehmood

Language

EN