期刊
PERSONNEL REVIEW
卷 34, 期 5, 页码 534-549出版社
EMERALD GROUP PUBLISHING LTD
DOI: 10.1108/00483480510612503
关键词
human resource management; employee attitudes; behaviour
Purpose - To test the relationship between HRM practice and employee work-related attitudes and examine whether different approaches to measurement of HRM gives different results. Design/methodology/approach - HRM practice was measured in three ways: additive measures of numbers of HRM practice, employer reports and employee reports of strength of practices. Employee attitudes were measured using organisational commitment, job satisfaction and organisational fairness scales. Matched data sets tested the relationships. Findings - Statistically significant results were obtained between HRM practice and employee attitudes, but only when employee reports of the strength of HRM practice were used to measure HRM. Research firaitations/implications - This study emphasises that care must be taken in HRM research to use suitable data sources, with employees being a valuable, but under-used, source. Practical implications - Effective HRM policies and practices should be measured by their perceived quality, not simply by the number of practices introduced. Originality/value - This study highlights that there are perceptual differences as to the strength of HRM practices and emphasises the importance of allowing employee voice in HRM research.
作者
我是这篇论文的作者
点击您的名字以认领此论文并将其添加到您的个人资料中。
推荐
暂无数据