Abstract
This paper advances our understanding of how HR practices are linked to employee attitudes. Drawing on social exchange theory, we examine the relationship between perceived HR practices, employee psychological ownership (EPO), and work engagement. Specifically, we propose that EPO mediates the relationship between perceived HR practices and work engagement. Using survey data from a heterogeneous sample of employees across service and manufacturing organisations in the United States, we contribute to the growing body of literature supporting a positive relationship between HR practices and employee attitudes. We discuss theoretical contributions and practical implications for organisations.