More Roads Lead to Rome. HR Configurations and Employee Sustainability Outcomes in Public Sector Organizations

Roel Schouteten, Beatrice van der Heijden, Pascale Peters, Sascha Kraus-Hoogeveen and Leonie Heres
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Roel Schouteten: Institute for Management Research, Radboud University, NL-6500 HK Nijmegen, The Netherlands
Beatrice van der Heijden: Institute for Management Research, Radboud University, NL-6500 HK Nijmegen, The Netherlands
Pascale Peters: Institute for Management Research, Radboud University, NL-6500 HK Nijmegen, The Netherlands
Sascha Kraus-Hoogeveen: Institute for Management Research, Radboud University, NL-6500 HK Nijmegen, The Netherlands
Leonie Heres: Utrecht School of Governance, Utrecht University, NL-3511 ZJ Utrecht, The Netherlands

Sustainability, 2021, vol. 13, issue 21, 1-21

Abstract: In linking human resource management (HRM) to organizational sustainability, linear variance-based methods are not suited for addressing the complexity of how various HRM practices interact and have an impact on sustainability outcomes for multiple stakeholders. However, so far, empirical evidence for a configurational approach, acknowledging synergy and equifinality between various practices, is scant. Therefore, this study aims to provide empirical evidence for synergistic effects and equifinality in the link between sustainable HRM practices and employee sustainability outcomes. Building on the Ability Motivation Opportunity (AMO) model, this study adopts a configurational approach to unveil how sustainable HRM practices, in various combinations and in different ways, can impact employee sustainability outcomes (commitment and job satisfaction). The study applied a fuzzy set Qualitative Comparative Analysis (fsQCA) on a secondary data set consisting of employee surveys in 30 Dutch public sector organizations. The findings reveal that combinations of various AMO-enhancing practices are especially conducive to commitment and job satisfaction. Moreover, aligning these practices with work context factors (transformational leadership style and low work pressure) can lead to relatively high levels of commitment and job satisfaction. This study indicates that configuration matters and that there is not one best way to achieve employee sustainability outcomes. This leaves ample leeway for human resource managers to design a suitable and integrative HRM system for their own organization.

Keywords: synergistic effect; equifinality effect; HR configurations; employee outcomes; public sector organizations; fuzzy set Qualitative Comparative Analysis (fsQCA); Ability Motivation Opportunity (AMO) model (search for similar items in EconPapers)
JEL-codes: O13 Q Q0 Q2 Q3 Q5 Q56 (search for similar items in EconPapers)
Date: 2021
References: View references in EconPapers View complete reference list from CitEc
Citations: View citations in EconPapers (1)

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