Chapter 5: Mutual gains?

Question 1

what does the average employer wants

Answer 1

1. willingness and capability to change
2. intelligence of Alb Einstein
3. Tha capabilities of an athlete in terms of speed and endurance

Question 2

consensus nature of mainstream HRM

Answer 2

builds on the core assumption ‘what is good for the employer is also good for the employee and vice verca’

Question 3

critical HR studies

Answer 3

focus on the negative effects of org innovations and HR renewal in terms of work intesification, job stress, etc

Question 4

Wright and Bowell make a distinction between 4 areas of HRM and OB research based on 2 dimensions

Answer 4

1. Level analysis: individual vs org

2. Number of HR practices: single vs multiple

Question 5

SHRM is mainly focused on

Answer 5

the org level and multiple practices

Question 6

OB or MHRM is mainly focused on

Answer 6

individual level and single practices

Question 7

multiple + org

Answer 7

SHRM, industrial relationships. HPWS

Question 8

multiple + individual

Answer 8

psychological contract, employment relationship

Question 9

single + org

Answer 9

isolated function

Question 10

single + individual

Answer 10

traditional/functional HRM,

industrial/org psychology

Question 11

which employment relationship modes are cheap looking at direct short-term costs

Answer 11

quasi-spot-market and underinvestment

Question 12

the most expensive empl relationship mode

Answer 12

overinvestment

Question 13

which empl relationship mode outperforms the others on employee outcomes + cost notions

Answer 13

mutual investment

Question 14

Karasek job demand-job control model

2 dimensions: 1) job demands - low vs high
2) job decision latitude (low vs high)

Answer 14

1. Passive jobs - low in both dimensions
2. low strain jobs - low job demands, high decision latitude
3. High strain jobs - high job demands and low decision latitude
4. Active jobs - high in both dimensions

Question 15

Job demands

Answer 15

measures stressors and refers to an internal state of an individual

Question 16

Job decision latitude

Answer 16

job control or discretion

Question 17

job demands-resources model of burnout (Bakker et al)

Answer 17

job demands positively affect exhaustion

job resources positively affect employee engaggement

Job demands and job resource are negatively associated.

• Exhaustion and disengagement are also negatively associated.
• Exhaustion is negatively associated with in-role performance.
• Disengagement is negatively associated with extra-role performance.

Question 18

agility

Answer 18

the org capability to adapt easily to changes in its external environment

Question 19

vitality

Answer 19

the emotional, mental and physical well-being of employees