HR practices and HRM outcomes: the role of basic need satisfaction

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Self-Determination Theory Can Help You Generate Performance and Well-Being in the Workplace: A Review of the Literature (2018, background): “…managers, leaders, or HR department, include career development and developmental appraisal, training, direct employee participation, and mentoring (Marescaux et al., 2012), but we decided to focus our attention on pay as it oftentimes is the most idiosyncratic difference between work and other…”
Developmental HRM, employee well-being and performance: the moderating role of developing leadership (2019, background): “Similarly, HR practices are often seen as signals sent to employees, with the explicit aim of conveying such a social exchange relationship (e.g., Townsend et al., 2012; Bal et al., 2013; Marescaux et al., 2013).”
Delighting the Customer: Creativity-Oriented High-Performance Work Systems, Frontline Employee Creative Performance, and Customer Satisfaction (2019, background): “For example, Marescaux, Winne, and Sels (2013) examined need satisfaction as a pathway through which perceived HPWS influences the employee work outcomes of organizational commitment and turnover intentions.”