Purpose – The purpose of this paper is to answer the question of whether individual perceptions of an HRM system – distinctiveness, consistency and consensus – and shared perceptions of HRM (climate strength) are positively related to affective commitment in the organization. In addition,...

Related to the theoretical work of Bowen and Ostroff (2004; also Ostroff/Bowen 2000), this article focuses on the features of an HRM system that help or constrain organizations to get their HR message across. At a department-level of analysis, we focus on the consensus between line managers and...

Related to the theoretical work of Bowen and Ostroff (2004; also Ostroff/Bowen 2000), this article focuses on the features of an HRM system that help or constrain organizations to get their HR message across. At a department-level of analysis, we focus on the consensus between line managers and...

Purpose – The purpose of this paper is to investigate the relationship between supervisors' conflict strategies and subordinates' affective commitment and absenteeism. Design/methodology/approach – To test the hypotheses, the authors conducted a survey of 173 higher educated employees in...

Purpose – The purpose of this study is to gain more insight in how line managers react to power use of superiors and subordinates in conflict situations. Design/methodology/approach – The data was collected from 488 line managers; the majority of these managers worked in business services...