How Do Developmental and Accommodative HRM Enhance Employee Engagement and Commitment? The Role of Psychological Contract and SOC Strategies

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The selection, optimization, and compensation model in the work context: A systematic review and meta-analysis of two decades of research (2016, positive): “Finally, Bal et al. (2013) found weak positive relationships of compensation strategy use with employees ’ perceptions of accommodative ( r =.06) and developmental human resource management practices ( r =.08) in their organization.”
From flexibility human resource management to employee engagement and perceived job performance across the lifespan: A multisample study (2015, background): “Irregular flexibility HRM targeted at HR practices that facilitate employees additional leave options from work (Bal et al., 2013; Kooij, Jansen, Dikkers, & De Lange, 2014).”
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).”
High performance work practices, employee outcomes and organizational performance: a 2-1-2 multilevel mediation analysis (2018, background): “Employees in turn perceive these signals as favourable treatment from management and reciprocate through a positive disposition toward the organization (Whitener, 2001; Bal et al., 2013).”