Wolffgramm Milan, Bücker Joost, Van der Heijden Beatrice
Research Group Employability Transition, Saxion University of Applied Sciences, Enschede, Netherlands.
Institute for Management Research, Radboud University, Nijmegen, Netherlands.
Front Psychol. 2022 Sep 30;13:951359. doi: 10.3389/fpsyg.2022.951359. eCollection 2022.
The aim of this study was to empirically investigate differences in role expectations, among the stakeholders involved, about the devolved personnel management role of front-line managers (FLMs). In particular, we researched the role expectation differences between FLMs, their middle managers, and Human Resource (HR) practitioners. In total, nineteen semi-structured interviews have been conducted involving eleven FLMs, eight middle managers, and two HR practitioners working at the same Dutch hospital. Most discovered role expectation differences were related to how FLMs should execute their HR tasks (i.e., process ambiguity). FLMs were often uncertain if their role enactment met those of their middle managers and/or HR practitioners, herewith indicating role stress. Our findings underline the importance of paying attention to role expectations' differences in aligning components of the HRM-performance relationship. Future research could include the role expectations of other important stakeholders, such as: subordinates and top management. The outcomes of this empirical work are translated into four interventions to diminish FLMs' role stress.
本研究的目的是通过实证调查参与其中的利益相关者对一线管理人员（FLMs）下放的人员管理角色的期望差异。特别是，我们研究了一线管理人员、他们的中层管理人员和人力资源（HR）从业者之间的角色期望差异。总共进行了19次半结构化访谈，涉及11名一线管理人员、8名中层管理人员和2名在同一家荷兰医院工作的人力资源从业者。大多数发现的角色期望差异与一线管理人员应如何执行其人力资源任务有关（即流程模糊性）。一线管理人员通常不确定他们的角色表现是否符合中层管理人员和/或人力资源从业者的角色表现，由此表明存在角色压力。我们的研究结果强调了在调整人力资源管理与绩效关系的组成部分时关注角色期望差异的重要性。未来的研究可以包括其他重要利益相关者的角色期望，例如：下属和高层管理人员。这项实证工作的结果转化为四项干预措施，以减轻一线管理人员的角色压力。
