De HR adviseur aan zet! Dragen HR rollen, Ambiguity Tolerance en Persoonlijkheid bij aan de performance van de HR adviseur

Abstract

This quantitative study investigates if the four HR roles as described by Ulrich (1997), ambiguity tolerance (AT) and personality traits have a positive impact on the performance of the HR advisor. The performance of the HR advisor is defined by three criteria: contribution to HR practices, Organisational Citizenship Behavior (OCB) and individual performance. A questionnaire was spread under 345 HR advisors in The Netherlands, all situated in the network of Higher & Company (HR consultant). 74 HR advisors completed the entire questionnaire. It appears that the HR roles contribute to all of the three performance indicators, and therefore HR roles seem to stimulate the performance of the HR advisor the most. Even though it was suspected that AT would have an impact, because of the ambiguity in the tasks of the HR professional, no significant relation was found between AT and the three performance criteria. Personality appeared to contribute to the individual performance of the HR advisors but no relation was found with OCB and contribution to HR practices. Because of the small sample size of this study, results may be different when the study would be repeated with a larger sample size. Another shortcoming was the fact that HR advisors rate themselves, it is recommendable to include a multi-level perspective and also ask line managers and employees.