| کد مقاله | کد نشریه | سال انتشار | مقاله انگلیسی | نسخه تمام متن |
|---|---|---|---|---|
| 895807 | 1472285 | 2014 | 17 صفحه PDF | دانلود رایگان |
کلمات کلیدی
مقدمه
پیشینه مفهومی
دیدگاه عامل محور سنجش HR
تفسیر در برابر پیشینه تحقیقات حسابداری
چارچوب نظری
نظریه وابستگی منابع
چارچوب نظری گسترده
شکل 1 چارچوب نظری و بسط.
بررسی کیفی سنجش HR در رابطه تبادلی بین واحد HR و مدیریت ارشد
روش تحقیق و شرح بررسی
شرح تحلیل
شرح و بحث نتایج
علاقه واحد HRM به منابع مدیریت ارشد
شکل 2 نظام دسته‌بندی تحلیل محتوای کیفی.
علاقه مدیریت ارشد به منابع واحد HR
مزیت سنجش HR برای واحد HR
رابطه تبادلی بین واحد HR و مدیریت ارشد
تفاوت‌های دیدگاه‌ها بین مدیریت ارشد و واحد HR
خلاصه یافته‌ها بر مبنای چارچوب نظری
نتیجه‌گیری
ضمیمه. برنامه مصاحبه با مدیران منابع انسانی (مثال)
• A new perspective on empirical research concerning HR measurement is given.
• We deliver perspectives on and innovative insights concerning the power of the HR department.
• An extension of resource dependence theory by power bases and legitimacy will be made.
• A qualitative study to analyze exchange relationship between top management and HRM was conducted.
• Findings emphasize the importance of perception of actors and their resource control.
• We find out that HR measurement has operative as well as legitimating benefit.
• Results of this study supply important starting points for a more comprehensive empirical study.
SummaryDue to the significance of human resources in companies, HR measurement is becoming increasingly prominent. The information that HR measurement provides is an important factor for top management in its management of the company. As HR measurement is usually assigned to the HR department, it also represents a potential source of power for the HR department in its relationship with top management. Drawing on resource dependence theory, this paper considers the exchange relationship between the HR department and top management through an empirical interview study. The results show that HR measurement contributes to the professionalization of the HR department and to an increase in its perceived legitimacy in the company. The paper thus contributes to research on HR measurement and to the discussion on intra-organizational exchange relationships.
Journal: Scandinavian Journal of Management - Volume 30, Issue 4, December 2014, Pages 444–460