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Are (HPWPs) enabling or disabling? Exploring the relationship between selected HPWPs and work-related disability disadvantage

Hoque, KIm, Wass, Victoria, Bacon, Nick and Jones, Melanie 2018. Are (HPWPs) enabling or disabling? Exploring the relationship between selected HPWPs and work-related disability disadvantage. Human Resource Management 57 (2) , pp. 499-513. 10.1002/hrm.21881
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We develop the organizational characteristics element of Stone and Colella’s (1996) framework by drawing on the Ability-Motivation-Opportunity (AMO) model to assess the relationship between High Performance Work Practices (HPWPs) and work-related disability disadvantage. We develop competing ‘enabling’ and ‘disabling’ hypotheses concerning the influence of selected HPWPs (competency testing, performance appraisal, individual performance-related pay, teamworking and functional flexibility) on disabled relative to nondisabled employees. An empirical assessment of these competing hypotheses using matched employer-employee data from the nationally representative British Workplace Employment Relations Study 2011 reveals a negative relationship between these HPWPs when used in combination and the proportion of disabled employees at the workplace, although this relationship disappears in workplaces with a wide range of disability equality practices. Although disabled employees report lower work-related well-being than their non-disabled counterparts we find limited evidence that this is associated with the presence of HPWPs.

Item Type: Article
Date Type: Publication
Status: Published
Schools: Business (Including Economics)
Subjects: H Social Sciences > HD Industries. Land use. Labor
Uncontrolled Keywords: Ability-motivation-opportunity, disability, high performance work practices, well-being at work, strategic human resource management
Publisher: Wiley-Blackwell
ISSN: 0090-4848
Date of First Compliant Deposit: 20 February 2017
Date of Acceptance: 17 February 2017
Last Modified: 24 Apr 2018 16:18

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