The effects of human resource attributions on employee outcomes during organizational change

• Dusheng Chen

  Zhejiang University

• Zhongming Wang

  Zhejiang University

We applied the emerging process-based approach of strategic human resource (HR) management research by investigating the relationship between 2 types of HR attributions (i.e., commitment-focused and control-focused HR attributions) and 2 key employee outcomes (i.e., turnover intention and task performance) in an organizational change context. Based on a social exchange framework, perceived organizational support (POS) was introduced as a key mediator. Based on a sample of 350 professional workers, we found that commitment-focused HR attributions were positively related to POS and that control-focused HR attributions were negatively related to POS. In addition, POS mediated the relationships among commitment- focused HR attributions and the 2 employee outcome variables of turnover intention and task performance as well as the relationships among control-focused HR attributions and the 2 employee outcome variables. Theoretical and practical implications are discussed.

1. Dusheng Chen, Zhejiang University
   School of Management
2. Zhongming Wang, Zhejiang University
   Center for Human Resources and Strategic Management, and School of Management

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