Please use this identifier to cite or link to this item:
http://hdl.handle.net/10071/9442
Author(s): | Pires, M. L. Nunes, F. G. |
Date: | 2015 |
Title: | HRM practices and organizations' internal context role in performance |
Volume: | 1 |
Number: | 1 |
Pages: | 183 - 200 |
ISSN: | 2183-5594 |
Keywords: | HRM practices Organizational climate Organizational performance |
Abstract: | Purpose - The main purpose of the present study is to test the association between Human Resource Management practices (HRMP) perceptions, internal context, and organizational performance. Design/methodology/approach - The data was collected based on a sample of 525 individuals from 22 stores, with performance indicators collected at the store level. Findings - The results showed (a) a positive relationship between perceived organizational integrity and organizational performance, as well as a negative relationship with staff turnover; (b) and a negative relationship between employment conditions and staff turnover. Research limitations/implications - The small sample size and the fact that the study was conducted in stores of the same organization doesn’t allow generalization of findings; results are based on data from cross-sectional design, longitudinal data would be needed to infer causal relationships. Practical implications - Managers should take in consideration that organizational integrity, as perceived by employees, can enhance organizational performance and reduce turnover, better employment conditions will also have this effect in turnover. Originality/value - These findings allow us to discuss the role of HRMP and of organizations internal context and characteristics on performance. |
Peerreviewed: | yes |
Access type: | Open Access |
Appears in Collections: | BRU-RN - Artigos em revistas científicas nacionais com arbitragem científica |
Files in This Item:
File | Description | Size | Format | |
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31_60_2_PB.pdf | Versão Editora | 1,03 MB | Adobe PDF | View/Open |
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