In this we outline three alternative production models and discuss their applicability to call centre management. These include the classic mass production model, the professional service model and the mass customisation model. We then develop a theoretical framework that identifies potential causal links between management practices, workers‘ affective and cognitive reactions, and performance outcomes. We use this framework to review literature on service workplaces in organisational behaviour and HR studies and to assess the empirical evidence regarding these causal explanations. Finally, we present two recent quantitative studies of call centre performance – one that examines affective explanations and one that explores cognitive explanations for the HRperformance link. We conclude with directions for future research