This two-wave complete panel study aims to examine human resource management (HRM) bundles of practices in relation to social support [i.e., leader–member exchange (LMX; Graen & Uhl-Bien, 1995), coworker exchange (CWX; Sherony & Green, 2002)] and employee outcomes (i.e., work engagement, employability, and health), within a context of workers aged 65+, the so-called bridge workers (Wang, Adams, Beehr, & Shultz, 2009). Based upon the social exchange theory (Blau, 1964; Gouldner, 1960), and the Job Demands-Resources (JD-R; Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) framework, it was hypothesized that HRM bundles at Time 1 would increase bridge workers’ outcomes at Time 2, and that this relationship would be mediated by perceptions of LMX and CWX at Time 2. Hypotheses were tested among a unique sample of Dutch bridge employees (N = 228). Results of several structural equation modeling analyses revealed no significant associations between HRM bundles, and social support, moreover, no significant associations were found in relation to employee outcomes. However, the results of the best-fitting final model revealed the importance of the impact of social support on employee (65+) outcomes over time.
MULTIFILE
Key words: labour relations, HRM, social theory, neoliberalism, participation, legitimation, precariatThe aim of this paper is to sketch a social-theoretical framework that can be applied to empirical research on labour market participation, its requirements and legitimation. All projects of the Amsterdam HRM-group deal with problems of the labour market, especially the required competences of the polarized (partly precarious, partly privileged) workforce and changing labour relations. Participation asks, among other things, for a narrative of legitimation which puts individual competences and projects in a broader, meaningful context.The research question is: Which theoretical concepts are necessary to discuss participation in and legitimation of changing labour relations, including the role of HRM? The following concepts will be discussed in their mutual coherence: (1) transitional labour market, (2) precariat as a substitute concept for social class, (3) human capital, differentiated in personal, cultural social, and economic capital as sources of competences, (4) new labour relations – shaped by portfolios of projects of the workforce - in the projective city; (5) economic and societal participation; (6) new labour relations: their flexibility (entrepreneurial individuals), liquidity, contingency, and reflexivity; (7) legitimation: the neoliberal spirit of capitalism; (8) life politics: optional and fragmented versus standard biographies.
