With regard to organizational and career commitment, it may be more fruitful to examine the impact of HRM policies and practices. Researchers have sought to identify the antecedents of commitment, concentrating on personal/demographic, task, role and supervisory style variables taken from job satisfaction research. Little empirical evidence for such effects has been presented however, and the conceptualization of employee commitment has often been confused, failing to recognize its multi–dimensional nature. Much recent writing on Human Resources Management (HRM) has emphasized the desirability of a committed workforce and the central role of HRM practices in establishing and maintaining such commitment.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |