Human Resource Management Theory and Research on New Employment Relationships

Business & Finance, Management & Leadership, Management, Human Resources & Personnel Management
Cover of the book Human Resource Management Theory and Research on New Employment Relationships by , Information Age Publishing
View on Amazon View on AbeBooks View on Kobo View on B.Depository View on eBay View on Walmart
Author: ISBN: 9781681236964
Publisher: Information Age Publishing Publication: October 1, 2016
Imprint: Information Age Publishing Language: English
Author:
ISBN: 9781681236964
Publisher: Information Age Publishing
Publication: October 1, 2016
Imprint: Information Age Publishing
Language: English
This volume of the series Research in Human Resource Management (HRM) focuses on a number of important issues in HRM and OB including performance appraisal, political skill, gratitude, psychological contracts, the philosophical underpinnings of HRM, pay and compensation messages, and electronic human resource management. For example, the first article by Cleveland and Murphy considers a very controversial issue (i.e., the reasons that organizations are abandoning the use of performance appraisal). The next article by Harris, Ferris, Summers, and Munyon is extremely interesting, and focuses on how composite political skills (e.g., social astuteness, interpersonal influence ) helps individuals develop productive work relationships in organizations. The third article by Scandura and Sharif presents a very innovative model of gratitude in organizations, and the authors argue that gratitude is essential for maintaining positive social relations in organizations. The fourth article by Suazo and StoneRomero provides an extremely comprehensive review of the theory and research on psychological contracts in organizations from 19602015. The subsequent article by Bae, Kang and Kim presents a very unique perspective on HRM, and considers the philosophical underpinnings of the field. The sixth article by Murray, Dulebohn, Roehling, and Werling presents a very innovative model to explain the role that organizational messages about changes in pay or compensation systems have on anticipatory pay satisfaction. The final article in the series by Johnson, Thatcher, and Burleson presents a thoughtprovoking framework for understanding the key role that information technology (IT) plays in the field of HRM. The series should be useful to researchers and doctoral students in the fields of HRM, OB, and Industrial and Organizational Psychology. It should also be relevant for doctoral courses and scientistpractitioners in these fields.
View on Amazon View on AbeBooks View on Kobo View on B.Depository View on eBay View on Walmart
This volume of the series Research in Human Resource Management (HRM) focuses on a number of important issues in HRM and OB including performance appraisal, political skill, gratitude, psychological contracts, the philosophical underpinnings of HRM, pay and compensation messages, and electronic human resource management. For example, the first article by Cleveland and Murphy considers a very controversial issue (i.e., the reasons that organizations are abandoning the use of performance appraisal). The next article by Harris, Ferris, Summers, and Munyon is extremely interesting, and focuses on how composite political skills (e.g., social astuteness, interpersonal influence ) helps individuals develop productive work relationships in organizations. The third article by Scandura and Sharif presents a very innovative model of gratitude in organizations, and the authors argue that gratitude is essential for maintaining positive social relations in organizations. The fourth article by Suazo and StoneRomero provides an extremely comprehensive review of the theory and research on psychological contracts in organizations from 19602015. The subsequent article by Bae, Kang and Kim presents a very unique perspective on HRM, and considers the philosophical underpinnings of the field. The sixth article by Murray, Dulebohn, Roehling, and Werling presents a very innovative model to explain the role that organizational messages about changes in pay or compensation systems have on anticipatory pay satisfaction. The final article in the series by Johnson, Thatcher, and Burleson presents a thoughtprovoking framework for understanding the key role that information technology (IT) plays in the field of HRM. The series should be useful to researchers and doctoral students in the fields of HRM, OB, and Industrial and Organizational Psychology. It should also be relevant for doctoral courses and scientistpractitioners in these fields.

More books from Information Age Publishing

Cover of the book Interplays Between Dialogical Learning and Dialogical Self by
Cover of the book The Online Classroom by
Cover of the book Struggling Readers Can Succeed by
Cover of the book The Construction, Negotiation, and Representation of Immigrant Student Identities in South African schools by
Cover of the book The First 100 Days in the Main Office by
Cover of the book Journal of Character Education Issue by
Cover of the book Teachers’ Personal Epistemologies by
Cover of the book Reframing Financial Literacy by
Cover of the book Facilitating the SocioEconomic Approach to Management by
Cover of the book Teaching about Genocide by
Cover of the book Clinical Simulations for School Leader Development by
Cover of the book Peace Education from the Grassroots by
Cover of the book Listening to and Learning from Students by
Cover of the book ProjectBased Second and Foreign Language Education by
Cover of the book Creating and Negotiating Collaborative Spaces for Socially?Just Anti?Bullying Interventions for K?12 Schools by
We use our own "cookies" and third party cookies to improve services and to see statistical information. By using this website, you agree to our Privacy Policy