HR practices and HRM outcomes: the role of basic need satisfaction

Marescaux, Elise; Winne, Sophie De; Luc Sels

dc.contributor.author	Marescaux, Elise
dc.contributor.author	Winne, Sophie De
dc.contributor.author	Luc Sels
dc.date.accessioned	2025-03-11T03:49:15Z
dc.date.available	2025-03-11T03:49:15Z
dc.date.issued	2013
dc.identifier.uri	http://digitalrepository.cipmlk.org/handle/1/1235
dc.description.abstract	Based on soft HRM and self-determination theory, the aim of this paper is to test whether basic need satisfaction mediates the relationship between five HR practices and HRM outcomes. An important distinction (in line with soft HRM and self-determination theory) is made between the presence of, and the quality of, a practice’s implementation (in terms of the degree to which employees’ talents, interests and expectations are taken into account).	en_US
dc.language.iso	en	en_US
dc.relation.ispartofseries	Personnel Review;42(1)
dc.subject	HR practices, HRM outcomes, Basic need satisfaction, Human resource management, Personal needs, Self esteem, Belgium	en_US
dc.title	HR practices and HRM outcomes: the role of basic need satisfaction	en_US
dc.type	Article	en_US