The effect of HRM attributions on emotional exhausation and the mediating roles of job involvement and work intensification

K Alfes, L Arevshatian, C Bailey

Research output: Contribution to conferencePaper


Although some research suggests that perceptions of HRM practices are associated with lower levels of emotional exhaustion, other research shows just the opposite. In the present study, we reconcile these discrepant findings by incorporating the role of HRM attributions. Our model posits that when employees perceive that their organization’s HRM practices are intended to improve performance, emotional exhaustion is lower, whereas when employees believe that their organization’s HRM practices are intended to reduce costs, emotional exhaustion is higher. The model also examines the underlying mechanisms that explain the perceptions of HRM-emotional exhaustion chain by positing that job involvement mediates the former, and work intensity mediates the latter relationship. An analysis of survey data using parallel mediation analysis collected from employees of a consultancy organization at two time periods (n=180) supported this theoretical model.
Original languageEnglish
Publication statusPublished - 11 Aug 2015
Externally publishedYes
Event2015 Annual Meeting of the Academy of Management - Vancouver, Canada
Duration: 7 Aug 201511 Aug 2015
Conference number: 75


Conference2015 Annual Meeting of the Academy of Management
Internet address

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