Focusing on Chinese migrant workers, our paper aims to bridge human resources management (HRM) literature and social identity literature by exploring possible sources of employeesï¿½ï¿½ differences in their experiences of Human Resource (HR) practices and ultimately their work attitudes. Based on a dataset comprising 133 firms and 2, 225 migrant workers, we found that (1) employeesï¿½ï¿½ perceived HR practices mediated the relationship between firm intended HR practices and employee job satisfaction and affective commitment; (2) that migrant workersï¿½ï¿½ social identities had a direct impact on their perceptions of HR practices; and (3) that their social identities moderated the relationship between firm intended HR practices and their own perceptions. Important theoretical and practical implications are discussed.
|Proceeding||Academy of Management Proceedings|
|Publication status||Published - 2013|
|MoE publication type||A4 Article in conference proceedings|
|Event||2013 Annual meeting of the Academy of Management (AOM) - Lake Buena Vista, Orlando, United States|
Duration: 09.08.2013 → 13.08.2013
Conference number: 73
- 512 Business and Management