Hoque, Kim, Wass, Victoria, Bacon, Nicolas and Jones, Melanie
2018.
Are high‐performance work practices (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
|
Abstract
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 |
ISSN: |
0090-4848 |
Date of First Compliant Deposit: |
20 February 2017 |
Date of Acceptance: |
13 February 2017 |
Last Modified: |
18 Jan 2021 20:48 |
URI: |
http://orca.cf.ac.uk/id/eprint/98291 |
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