Dimensions of HR differentiation: The effect on job satisfaction, affective commitment and turnover intentions

Przemysław Piasecki


The purpose of this paper is to introduce the idea of dimensions of human resource (HR) differentiation defined as characteristics which may influence employees’ attitudinal responses to unequal working conditions. The paper concentrates on five dimensions: the number of segments, the strength of HR differentiation, its content, absolute and relative stability and analyses how they could moderate the relationship between employee segment membership (core or peripheral) and job satisfaction, affective commitment and turnover intentions.
Author Przemysław Piasecki (WE / KPiPS)
Przemysław Piasecki,,
- Department of Labour and Social Policy
Journal seriesBaltic Journal of Management, ISSN 1746-5265, e-ISSN 1746-5273, (N/A 70 pkt)
Issue year2020
Publication size in sheets1
Keywords in PolishTeoria porównań społecznych, Teoria wymiany społecznej, Teoria kapitału ludzkiego, Banki spółdzielcze, Segmentacja zasobów ludzkich
Keywords in EnglishSocial comparison theory, Social exchange theory, Human capital theory, Co-operative banks, HR differentiation
ASJC Classification1403 Business and International Management; 1405 Management of Technology and Innovation; 1406 Marketing; 1407 Organizational Behavior and Human Resource Management; 1408 Strategy and Management
URL https://www.emerald.com/insight/content/doi/10.1108/BJM-05-2019-0178/full/html
Languageen angielski
Score (nominal)70
Score sourcejournalList
ScoreMinisterial score = 70.0, 09-03-2020, ArticleFromJournal
Publication indicators WoS Citations = 0; Scopus SNIP (Source Normalised Impact per Paper): 2018 = 1.117; WoS Impact Factor: 2017 = 1.149 (2) - 2017=1.103 (5)
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* presented citation count is obtained through Internet information analysis and it is close to the number calculated by the Publish or Perish system.
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