Abstract
Purpose - Based on soft HRM and self-determination theory, we test whether basic need satisfaction mediates the relationship between five HR practices and HRM outcomes. An important distinction (in line with soft HRM and self-determination theory) is made between the presence of and the quality of a practice’s implementation (in terms of the degree to which employees’ talents, interests and expectations are taken into account).Design/methodology/approach - A theoretically grounded model is developed and tested using survey data from 5748 Belgian employees.Findings - Results indicate that autonomy and relatedness satisfaction partially mediate the relationship between HR practices and HRM outcomes. Taking into account talents, interests and expectations within HR practices is associated with higher basic need satisfaction and subsequently HRM outcomes in addition to the presence of practices. Research limitations/implications - Future research could focus on HR practices and job design as both might affect basic need satisfaction and subsequently HRM outcomes. Additionally, behavior of the supervisor when administering HR practices can be further explored as a catalyst of basic need satisfaction. Practical implications - HR actors should be aware that merely implementing soft HR practices may not suffice. They should also devote attention towards sufficiently taking into account individual talents, interests and expectations of employees when implementing them. Originality/value - This paper contributes to the HRM literature by integrating soft HRM and self-determination theory into one model. Doing so, we shed light on the possible pathways through and conditions under which HR practices lead to favorable outcomes.
Purpose - Based on soft HRM and self-determination theory, we test whether basic need satisfaction mediates the relationship between five HR practices and HRM outcomes. An important distinction (in line with soft HRM and self-determination theory) is made between the presence of and the quality of a practice’s implementation (in terms of the degree to which employees’ talents, interests and expectations are taken into account).Design/methodology/approach - A theoretically grounded model is developed and tested using survey data from 5748 Belgian employees.Findings - Results indicate that autonomy and relatedness satisfaction partially mediate the relationship between HR practices and HRM outcomes. Taking into account talents, interests and expectations within HR practices is associated with higher basic need satisfaction and subsequently HRM outcomes in addition to the presence of practices. Research limitations/implications - Future research could focus on HR practices and job design as both might affect basic need satisfaction and subsequently HRM outcomes. Additionally, behavior of the supervisor when administering HR practices can be further explored as a catalyst of basic need satisfaction. Practical implications - HR actors should be aware that merely implementing soft HR practices may not suffice. They should also devote attention towards sufficiently taking into account individual talents, interests and expectations of employees when implementing them. Originality/value - This paper contributes to the HRM literature by integrating soft HRM and self-determination theory into one model. Doing so, we shed light on the possible pathways through and conditions under which HR practices lead to favorable outcomes.