Personal Factors as Mediators of the Relationships between HR Practices and Work Attitudes

Abstract

This study examines the mediating role of personal factors on the relationship between a multidimensional, theoretically grounded configuration of human resource practices and work attitudes in care industry. Unlike previous studies which do not distinguish between various types of respondents in the samples, this study investigates the differences between employees who have and who do not have formal qualifications. Using a rich sample of a care company in the UK, this study have found that theoretical stance tends to work slightly differently between those who have and who do not have formal occupational qualifications. In other words, these two types of employees perceive the impacts of HR practices on their motivation and work-life balance differently. Our findings provide practical implications for designing HR practices in organizations with diverse employees in terms of education and training.