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Abstract
PurposeThe authors wanted to look at the impact of both the overall HRM system and HRM sub-systems, in this case training, information, participation and autonomy.Design/methodology/approachThe authors tested four hypotheses on thousands of employees from 104 Spanish SMEs. Previous studies of high-involvement HRM systems were done in large US firmsFindingsThe results showed women are more likely than men to reciprocate employer offerings of supportive HRM. They are also more likely to withdraw their commitment when the work environment is unsupportive. However, the results showed that the moderating effect of gender on the relationship between autonomy and affective commitment was not significantOriginality/valueThe authors said that few previous studies had tried to explain the different impacts on men and women of perceived HRM practices. Their study was also unusual in investigating the impact of both the overall HRM system and HRM sub-systems, in this case training, information, participation and autonomy.
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