High-commitment human resource management and job stress: Supervisor support as a moderator

Seung-Wan Kang1, Su-Dol Kang2
1College of Business, Gachon University, Republic of Korea
2College of Business and Economics, Korea University, Republic of Korea
Cite this article:  Kang, S.-W., & Kang, S.-D. (2016). High-commitment human resource management and job stress: Supervisor support as a moderator. Social Behavior and Personality: An international journal, 44, 1719-1732.

Volume 44 Issue 10 | e5601 | Published: November 2016 | DOI: https://doi.org/10.2224/sbp.2016.44.10.1719

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To investigate the relationship between high-commitment human resource management (HRM) and job stress, we adopted a universalistic perspective, which is a strategic HRM approach, as our theoretical basis in this study. Participants, who were employees (N = 2,036) of a multinational company operating in South Korea, completed measures of job stress, perception of high-commitment HRM, and perceived supervisor support. Hierarchical regression analyses produced the following results: employee recognition of high-commitment HRM reduced job stress, perceived supervisor support significantly reduced job stress, and perceived supervisor support reinforced the effect of high-commitment HRM in lessening job stress. On the basis of these empirical results, we propose both theoretical and practical implications and discuss the study limitations.

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