شواهد تجربی از مدیریت پیش رونده منابع انسانی و عملکرد شرکت
ترجمه نشده

شواهد تجربی از مدیریت پیش رونده منابع انسانی و عملکرد شرکت

عنوان فارسی مقاله: مدیریت پیش رونده منابع انسانی و عملکرد شرکت: شواهد تجربی از بافت هندی
عنوان انگلیسی مقاله: Progressive human resource management and firm performance: Empirical evidence from Indian context
مجله/کنفرانس: مجله بین المللی تحلیل سازمانی - International Journal of Organizational Analysis
رشته های تحصیلی مرتبط: مدیریت
گرایش های تحصیلی مرتبط: مدیریت منابع انسانی، مدیریت عملکرد
کلمات کلیدی فارسی: هند، عملکرد شرکت، شرکت های داخلی، MNC های خارجی، مدیریت پیش رونده منابع انسانی
کلمات کلیدی انگلیسی: India، Firm performance، Domestic firms، Foreign MNCs، Progressive HRM
نوع نگارش مقاله: مقاله پژوهشی (Research Article)
نمایه: Scopus - Master journals
شناسه دیجیتال (DOI): https://doi.org/10.1108/IJOA-05-2017-1159
دانشگاه: Department of Human Resources, ICFAI Business School (IBS), The ICFAI Foundation of Higher Education (IFHE), Hyderabad, India
ناشر: امرالد - Emeraldinsight
نوع ارائه مقاله: ژورنال
نوع مقاله: ISI
سال انتشار مقاله: 2019
ایمپکت فاکتور: 1/182 در سال 2018
شاخص H_index: 19 در سال 2019
شاخص SJR: 0/353 در سال 2018
شناسه ISSN: 1934-8835
شاخص Quartile (چارک): Q2 در سال 2018
فرمت مقاله انگلیسی: PDF
تعداد صفحات مقاله انگلیسی: 24
وضعیت ترجمه: ترجمه نشده است
قیمت مقاله انگلیسی: رایگان
آیا این مقاله بیس است: بله
آیا این مقاله مدل مفهومی دارد: خیر
آیا این مقاله پرسشنامه دارد: خیر
آیا این مقاله متغیر دارد: بله
کد محصول: E12507
رفرنس: دارای رفرنس در داخل متن و انتهای مقاله
فهرست انگلیسی مطالب

Abstract


Introduction


Literature review and hypotheses development


Methods of study


Results


Discussion


Theoretical implications


Limitations and future research directions


Conclusions


References

نمونه متن انگلیسی مقاله

Abstract


Purpose - This study aims to examine the adoption and efficacy level of progressive human resource management (HRM) practices in various organizations operating in India. Design/methodology/approach - Primary data based on 615 respondents from 103 domestic firms and 116 foreign multinational corporations (MNCs) operating in India were gathered and analyzed using statistical techniques like t-test, confirmatory factor analysis and structural equation modeling. Findings - The results reveal that the adoption of progressive HRM practices in form of self-managed teams, flexibility to work flexible hours, use of online mediums to invite applicants, selection of candidates using assessment center and integrity test, performance based incentives, flexible benefits, facility of e-learning and innovative management development programs is positively related to firm performance in Indian context. Using institutional and cultural perspective, the findings have also demonstrated that their exist differences in adoption of progressive HRM practices between foreign MNCs and domestic firms. Practical implications - Domestic firms in India are needed to learn some important managerial lessons from the foreign MNCs, especially when their adoption of progressive practices results in more increase in firm performance. These are suggested to implement a broad range of innovative HR practices like MNCs to improve growth potential, instead of focusing on two or three practices. Originality/value – By exploring the differences between domestic and foreign MNCs, this study has offered some key insights on the extent of adoption and operationalization of progressive HRM in current Indian business environment.


Introduction


Since the triggering of liberalization and economic restructuring programs in 1990s, India has witnessed a remarkable growth (Som, 2008). With this outstanding progress, the issues pertaining to increased globalization, ever changing customer and investor demands, and heightened competition to generate innovative products and services have become the standard backdrop for the organizations operating in India (Budhwar, 2012). Organizations have now realized that to manage these issues, they have to constantly increase their performance through reduction in various costs, improvement in quality of products, and differentiation in their products and services. In the opinion of Subramaniam and Youndt (2005), an organization’s ability to improve its performance while developing continuously very much depends upon its “human capital”. Further, Bhatnagar (2006) has opined that organizations in India are increasingly becoming aware of “human capital” as their most important asset in contrast to the technology, IT infrastructure, and the large-scale operations that can no longer be considered as effective tools for gaining an edge over competitors for a long time. This shifted focus on “human capital” has directly impacted the functioning of HR departments in Indian organizations which, in turn, have responded back with development of a domestic workforce proficient in facing the challenges brought forth by the entry of foreign multinational corporations (MNCs) in Indian market (Budhwar and Bhatnagar, 2009).

  • اشتراک گذاری در

دیدگاه خود را بنویسید:

تاکنون دیدگاهی برای این نوشته ارسال نشده است

شواهد تجربی از مدیریت پیش رونده منابع انسانی و عملکرد شرکت
نوشته های مرتبط
مقالات جدید
لوگوی رسانه های برخط

logo-samandehi

پیوندها