HR policy attribution: Implications for work-family person-environment fit |
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| Institution: | 1. Mike Ilitch School of Business, Wayne State University, 2771 Woodward Avenue, Room 467, Detroit, MI 48201, United States of America;2. School of Human Resources and Labor Relations, 368 Farm Lane, Room S402A, Michigan State University, East Lansing, MI 48824, United States of America;1. Department of Psychology, Education and Child Studies, Erasmus University Rotterdam, The Netherlands;2. Lee Kong Chian School of Business, Singapore Management University, Singapore;1. College of Business, New Mexico State University, Las Cruces, NM 88003, United States;2. College of Business, The University of Texas Permian Basin, Odessa, TX 79762, United States;3. School of Business,The University of Kansas, Lawrence, KS 66045-7585, United States;4. College of Business, The University of Texas Rio Grande Valley, Brownsville, TX 78520, United States;5. School of Business, University of South Carolina, Columbia, SC 29208, United States;1. Institute for Engaged Aging and Department of Psychology, Clemson University, United States;2. Department of Psychology, Clemson University, United States;1. Department of Management and Marketing, Franklin P. Perdue School of Business, Salisbury University, Salisbury, MD 21801, United States of America;2. Department of Management, College of Business and Economics, Towson University, Towson, MD 21252, United States of America;3. Department of Management, The Belk College of Business, University of North Carolina at Charlotte, Charlotte, NC 28223, United States of America;4. Department of Management, School of Business, Virginia Commonwealth University, Richmond, VA 23284, United States of America;1. Department of Organization Studies, Tilburg University, Warandelaan 2, 5037 AB Tilburg, Netherlands;2. Business School, Trinity College Dublin, University of Dublin, College Green, Dublin 2, Ireland;3. Department of Organisation and Human Resource Management, ESCP Europe, Heubnerweg 8-10, D-14059 Berlin, Germany |
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| Abstract: | The person-environment fit framework has been increasingly used as a theoretical foundation for work-family research. As this use has grown, several gaps and opportunities regarding its application to this literature have emerged. The present paper draws on attribution theory to build a conceptual model that explains the cognitive processes through which work-family human resource practices are linked to person-environment work-family fit perceptions. We distinguish between employee attributions of work-family practices to an environmental source and attributions about that source's intent in adopting the practice. We argue that these attributions play a critical part in determining the supplies available to an employee to segment or integrate work and family domains. We further link these attributions to attitudes and behaviors targeted at specific environmental levels (i.e., the organization and supervisor) through work-family fit mechanisms. Finally, we explain how our model helps to explain inconsistent research findings and can inform future research drawing on work-family fit frameworks. |
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