Exploring hybrid HRM and its impact on employee performance

The primary purpose of this study is to conceptualise, develop and validate a scale to measure the hybrid human resource management (HRM). Further, the impact of hybrid HRM has also been evaluated. The data obtained have been duly validated through exploratory factor analysis and confirmatory factor analysis by using a sample of 258 respondents. Structural equation modelling has been used for hypotheses testing. The results reveal that hybrid HRM is a multidimensional construct that consists of high performance management (HPM), high commitment management (HCM) and high involvement management (HIM) practices. Further, the results also indicate that hybrid HRM positively affects employee performance. Finally, the theoretical implications, managerial implications and limitations have also been discussed.