مقاله انگلیسی رایگان در مورد ارتباط شیوه مدیریت منابع انسانی و تعهد سازمانی – الزویر 2013

 

مشخصات مقاله
انتشار مقاله سال 2013
تعداد صفحات مقاله انگلیسی 10 صفحه
هزینه دانلود مقاله انگلیسی رایگان میباشد.
منتشر شده در نشریه الزویر
نوع مقاله ISI
عنوان انگلیسی مقاله The relationship between human resource management practices and organizational commitment: A field study
ترجمه عنوان مقاله رابطه بین شیوه های مدیریت منابع انسانی و تعهد سازمانی
فرمت مقاله انگلیسی  PDF
رشته های مرتبط مدیریت
گرایش های مرتبط مدیریت منابع انسانی
مجله نهمین کنفرانس مدیریت استراتژیک بین المللی – 9th International Strategic Management Conference
دانشگاه Mevlana University – Konya – Turkey
کلمات کلیدی شیوه های مدیریت منابع انسانی، تعهد سازمانی
کد محصول E5813
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بخشی از متن مقاله:
1. Introduction

Traditional competitive mechanism have become less effective as business life became complex. Because of this reason, companies need to search for newer sources of competitive advantage (Jayaram et al., 1999: Several studies in the HR literature investigated the impact of HR practices on organizational performance. Over the years, researchers have suggested many HRM practices that have the potential to improve and sustain organizational performance (Ahmad & Schroeder, 2003: 20). Although much of the previous research on the relationship between HRM practices and organizational performance has concentrated on a single HRM practice, within growing number of research it has been argued for instituting complementary bundles of HRM practices to enhance organizational performance. However, very few studies have examined the impact of HRM practices on operational performance measures (quality, cost, delivery etc) or intangible performance measures such as organizational commitment (Ahmad & Schroeder, 2003:21, 23, 25). Organizational commitment is an indicator that testifies whether the HRM practices employed in an organization are able to foster psychological links between organizational and employee goals. This is an intangible outcome of a HRM system and is important in retaining employees and exploiting their potential to fullest extent over time (Ahmad & Schroeder, 2003: 26). This paper is organized as follows. First, the organizational commitment and HRM literatures are reviewed to identify organizational commitment dimensions and human resource management practices. Propositions are introduced that focus on the relationship between individual HRM practices and organizational commitment. Relationships between individual HRM items and organizational commitment are explored using correlation analysis. Next we assess the impact of each of these practices on organizational commitment. Lastly, the results of the study have been discussed.

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