HRM practices and organizations internal context role in performance

Maria Leonor Pires

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.

 

Keywords- HRM practices, organizational climate, organizational performance.

 

 

[PT]

Título: "Papel do contexto interno das práticas e organizações de GRH no desempenho"

Resumo

Objetivos: O principal objetivo do presente estudo é testar a associação entre as percepções das práticas de Gerenciamento de Recursos Humanos (HRMP), o contexto interno e o desempenho organizacional.

Desenho/metodologia/abordagem: Os dados foram coletados com base em uma amostra de 525 indivíduos de 22 lojas, com indicadores de desempenho coletados no nível da loja.

Resultados: Os resultados mostraram (a) uma relação positiva entre integridade organizacional percebida e desempenho organizacional, bem como uma relação negativa com a rotatividade de pessoal; (b) e uma relação negativa entre condições de emprego e rotatividade de pessoal.

Limitações: O pequeno tamanho da amostra e o fato de o estudo ter sido realizado em lojas da mesma organização não permitem a generalização dos resultados; Como os resultados são baseados em dados de um projeto transversal, seriam necessários dados longitudinais para inferir relações causais.

Implicações: Os gerentes devem levar em consideração que a integridade organizacional, conforme percebida pelos funcionários, pode melhorar o desempenho organizacional e reduzir a rotatividade, melhores condições de emprego também terão esse efeito na rotatividade.

Originalidade/valor: Essas descobertas permitem discutir o papel do HRMP e do contexto interno e das características da organização no desempenho.

 

Palavras-chave: Práticas de GRH, clima organizacional, desempenho organizacional


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