HRM practices and organizations' internal context role in performance
Autor(a) principal: | |
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Data de Publicação: | 2015 |
Outros Autores: | |
Tipo de documento: | Artigo |
Idioma: | eng |
Título da fonte: | Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
Texto Completo: | http://hdl.handle.net/10071/9442 |
Resumo: | 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. |
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HRM practices and organizations' internal context role in performanceHRM practicesOrganizational climateOrganizational performancePurpose - 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.Instituto Superior de Administração e Gestão2015-07-27T10:48:57Z2015-01-01T00:00:00Z20152019-05-07T09:56:08Zinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/articleapplication/pdfhttp://hdl.handle.net/10071/9442eng2183-5594Pires, M. L.Nunes, F. G.info:eu-repo/semantics/openAccessreponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAP2023-11-09T17:33:37Zoai:repositorio.iscte-iul.pt:10071/9442Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-19T22:15:10.219904Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse |
dc.title.none.fl_str_mv |
HRM practices and organizations' internal context role in performance |
title |
HRM practices and organizations' internal context role in performance |
spellingShingle |
HRM practices and organizations' internal context role in performance Pires, M. L. HRM practices Organizational climate Organizational performance |
title_short |
HRM practices and organizations' internal context role in performance |
title_full |
HRM practices and organizations' internal context role in performance |
title_fullStr |
HRM practices and organizations' internal context role in performance |
title_full_unstemmed |
HRM practices and organizations' internal context role in performance |
title_sort |
HRM practices and organizations' internal context role in performance |
author |
Pires, M. L. |
author_facet |
Pires, M. L. Nunes, F. G. |
author_role |
author |
author2 |
Nunes, F. G. |
author2_role |
author |
dc.contributor.author.fl_str_mv |
Pires, M. L. Nunes, F. G. |
dc.subject.por.fl_str_mv |
HRM practices Organizational climate Organizational performance |
topic |
HRM practices Organizational climate Organizational performance |
description |
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. |
publishDate |
2015 |
dc.date.none.fl_str_mv |
2015-07-27T10:48:57Z 2015-01-01T00:00:00Z 2015 2019-05-07T09:56:08Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/article |
format |
article |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
http://hdl.handle.net/10071/9442 |
url |
http://hdl.handle.net/10071/9442 |
dc.language.iso.fl_str_mv |
eng |
language |
eng |
dc.relation.none.fl_str_mv |
2183-5594 |
dc.rights.driver.fl_str_mv |
info:eu-repo/semantics/openAccess |
eu_rights_str_mv |
openAccess |
dc.format.none.fl_str_mv |
application/pdf |
dc.publisher.none.fl_str_mv |
Instituto Superior de Administração e Gestão |
publisher.none.fl_str_mv |
Instituto Superior de Administração e Gestão |
dc.source.none.fl_str_mv |
reponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação instacron:RCAAP |
instname_str |
Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
instacron_str |
RCAAP |
institution |
RCAAP |
reponame_str |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
collection |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
repository.name.fl_str_mv |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
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1799134709016428544 |