Managers can affect climate directl

Managers can affect climate directly by adhering to the strategic focus of the selected HR system and insuring coherence in implementing specific practices. For example, managers implementing a commitment HR system should insure that work design, rewards, and appraisal practices signal the importance of shared/team activities. Managers can also influence climate indirectly through role modeling and demonstrating competencies reflective of the preferred climate. For example, managers employing a collaborative HR system should use opportunities to share knowledge and distribute information in routine interactions with employees. In both formal and informal interactions, managers should operate in ways consonant with the relational climate, as this will send unambiguous signals to employees about appropriate helping behavior. The challenge of implementing relationally coherent practices is an issue that should be explored in future research.