Dorothea Alewell - Academia.edu (original) (raw)

Papers by Dorothea Alewell

Zeitschrift Fur Personalforschung, Oct 11, 2017

To improve our understanding of the relationships between high performance work systems and firm ... more To improve our understanding of the relationships between high performance work systems and firm performance, several studies have analyzed the mediating effects of motivationrelated or human capital-related variables. However, most of these have concentrated on single aspects and are U.S.-focused. We extend previous HRM research by simultaneously analyzing the relevance of four general mediating mechanisms: human capital, employee attitudes, employee performance, and operational performance. We apply structural equation modeling with formative constructs to data of 1,099 German firms. While our findings support the assumption of positive relationships between high performance work practices, the four mediating mechanisms, and firm performance, they also reveal some peculiarities attributable to the German context. Using formative constructs, we could also show that single high performance work practices have different effects on firm performance.

Human Resource Management, Jul 20, 2016

For some time, HRM researchers have paid attention to the process dimensions of HRM systems, espe... more For some time, HRM researchers have paid attention to the process dimensions of HRM systems, especially to the question of how HRM system strength impacts on HRM outcomes. However, contributions tend to be theoretical, and empirical analyses are still rare. This paper contributes to the discussion on HRM system strength by empirically analyzing the links between HRM system strength and HRM target achievement. We differentiate between single components of strength and their partial effects on two HRM target groups: the targets focusing on employee attitudes and the targets focusing on availability and effectiveness of human resources. Findings from a German dataset with more than 1,000 observations indicate that HRM system strength has a positive influence on the average HRM target achievement. Expectations regarding the differentiated effects of single components of HRM system strength are only partially supported. Nevertheless, our analyses give reason to consider a broader conception of HRM system strength than which has been explored up to date.

This empirical study tackles the question how employee-related mediating mechanisms shape the rel... more This empirical study tackles the question how employee-related mediating mechanisms shape the relationship between High Performance Work Systems and firm performance. Four central mediating mechanisms can be identified: the availability and effectiveness of human capital as well as employee and operational performance. Structural equation models reveal a positive relationship between HPWS, the four mediating mechanisms and firm performance using data from 1,000 German companies operating in four different sectors: banking and insurance, chemicals and pharmaceuticals, mechanical engineering and professional services. Our empirical study contributes to the recent discussion on micro-foundations in strategic management research and a better understanding of the strongly criticized ‘black box’ between HRM and firm performance. It furthermore highlights the intersection of management fields and the relevance of a multi-level approach.

Proceedings - Academy of Management, 2014

International Journal of Human Resource Management, Jun 1, 2013

ABSTRACT In this article, we analyze how a transaction cost and information economic theoretical ... more ABSTRACT In this article, we analyze how a transaction cost and information economic theoretical analysis of two archetype employment systems can enhance our understanding of a firm's knowledge governance mechanisms and capability development. We especially analyze the question of how two distinctive employment systems – internal labor markets and high-commitment work systems – differently govern the availability and effectiveness of human capital, on the basis of their specific human resource management (HRM) practices (recruitment, training, staffing and rewards), as well as corresponding learning modes. We, therefore, seek to contribute to current research on organizational capabilities in three ways. We aim to foster the integration of a governance perspective and a capabilities-based perspective through our analysis of employment systems as knowledge governance mechanisms for human capital building and capability development. On the basis of a fully ‘macro-micro-macro’ analysis, we explicitly account for disregarded micro-mechanisms of current knowledge constructs and, furthermore, facilitate the link between capabilities-based and (strategic) HRM research for a better understanding of organizational capabilities and human capital pools.

Human Resource Management Journal, Oct 20, 2014

In the literature, it is often assumed that traditional, control-oriented HRM systems are increas... more In the literature, it is often assumed that traditional, control-oriented HRM systems are increasingly being replaced by commitment-based HRM systems because the latter generally result in higher firm performance. However, an HRM system's effectiveness may depend on an organisation's external and internal context, and neither control nor commitment HR systems are without disadvantages. Thus, the empirical validity of this claim is not clear ex ante. This paper analyses the empirical diffusion and determinants of control and commitment HRM systems in Germany as well as their impact on HRM outcomes and firm performance. The findings indicate that between the two extreme forms of high-control and high-commitment HRM systems, there are two hybrid forms (long-term-oriented control system and regulated commitment system) that combine elements of both 'pure' systems. Commitment HRM systems outperform the high-control HRM system concerning many HRM outcomes and firm performance measures. However, in direct comparison, the high and the regulated commitment HRM systems do not show substantially different outcomes, indicating that there is no one best way.

Academy of Management Proceedings

Workplace Spirituality, 2022

management revue, 2021

Spirituality at work is increasingly attracting attention in management research, especially in t... more Spirituality at work is increasingly attracting attention in management research, especially in the Anglo-Saxon and Asian contexts. However, for the German context, we know little about spirituality at work from scientific research, and findings and results from other sources are broadly scattered. Using a mixed-methods approach, we collect first findings on employer’s perception of spirituality at work and specific HRM practices in German workplaces. We analyse daily newspapers and related best-practice publications and conduct a small-scale qualitative employer survey in Northern Germany. To structure the results, we propose three main impact perspectives on spirituality in the workplace (workforce diversity, employee needs, and employer capabilities) as well as different employer stances in dealing with these three perspectives, from faith-avoiding to faith-based (Miller & Ewest, 2015). In all three perspectives and stances, companies already implement different HR activities und...

WSI-Mitteilungen, 2008

den in anderen Zusammenhängen als zentral betrachtete personalwirtschaftliche Variable wie z. B. ... more den in anderen Zusammenhängen als zentral betrachtete personalwirtschaftliche Variable wie z. B. die Mitbestimmung oder Leistungen besteht und wenn ja, welcher Art dieser Bedarf ist. Entscheidungen über das Outsourcing von Personalfunktionen werden somit nicht laufend getroffen, vielmehr bedarf es bestimmter Voraussetzungen oder Auslöser, damit ein solcher Entscheidungsprozess initiiert wird. Als zentrale Auslöser werden eintretende Ungleichgewichte zwischen Personalbedarf und Personalausstattung gesehen, welche

Arbeit, 2009

s Die Untersuchung zeigt, dass Zeitarbeitnehmer nicht nur gezwungen sind, nachteilige Arbeitsbedi... more s Die Untersuchung zeigt, dass Zeitarbeitnehmer nicht nur gezwungen sind, nachteilige Arbeitsbedingungen hinzunehmen, sie erleben im Gefolge ihrer Diskriminierung auch einen sozialen Statusverlust. Auf der Grundlage einer Gelegenheitsstichprobe von insgesamt 157 Interviews sowohl mit Leiharbeitnehmern und Stammmitarbeitern als auch Führungskräften aus Einsatzunternehmen, Personaldienstleistern und Personaldienstleisterverbänden werden die gebräuchlichen Kriterien für die soziale Einordnung abgeleitet. Die Zitate illustrieren auch die abweichende Behandlung von Leiharbeitnehmern und Motive hinter deren Benachteiligung.

German Journal of Human Resource Management: Zeitschrift für Personalforschung, 2017

In order to improve our understanding of the relationships between high-performance work systems ... more In order to improve our understanding of the relationships between high-performance work systems and firm performance, several studies have analysed the mediating effects of motivation-related or human capital-related variables. However, most of these have concentrated on single aspects and are US-focused. We extend previous human resource management research by simultaneously analysing the relevance of four general mediating mechanisms: human capital, employee attitudes, employee performance and operational performance. We apply structural equation modelling with formative constructs to data of 1099 German firms. While our findings support the assumption of positive relationships between high-performance work practices, the four mediating mechanisms and firm performance, they also reveal some peculiarities attributable to the German context. Using formative constructs, we were also able to show that single high-performance work practices have different effects on firm performance.

management revue

We analyze the effects of deviation from gender stereotypes on job satisfaction for male and fema... more We analyze the effects of deviation from gender stereotypes on job satisfaction for male and female employees in general and for employees in leadership positions. Based on social role theory, backlash mechanisms owing to the violation of gender norms and role incongruity theory, we expect that deviating from gender stereotypes negatively affects job satisfaction. We test our hypotheses by hierarchically applying multiple linear regressions to German employee data. Results show a stable negative effect of deviation from gender stereotypes on job satisfaction for women only. Our findings are consistent with recent studies that confirm traditional gender structures on the labor market and expand our knowledge about backlash effects, since they indicate that deviation from gender norms not only affects objective career indicators but also subjective ones. As job satisfaction is a predictor of organizational success, we discuss ways for organizations to reduce the harmful effects of per...