東華大學圖書館 |

語系: 繁體中文

說明(常見問題)

回圖書館首頁

手機版館藏查詢

登入

回首頁

切換: 標籤 | MARC模式 | ISBD

Contract human capital human resourc...

Castellano, William G.

FindBook

Google Book

Amazon

博客來

Contract human capital human resource architecture.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	Contract human capital human resource architecture./
作者:	Castellano, William G.
面頁冊數:	207 p.
附註:	Source: Dissertation Abstracts International, Volume: 71-09, Section: A, page: 3440.
Contained By:	Dissertation Abstracts International71-09A.
標題:	Business Administration, Management. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3418744
ISBN:	9781124172989

Contract human capital human resource architecture.
Castellano, William G.

Contract human capital human resource architecture. - 207 p.

Source: Dissertation Abstracts International, Volume: 71-09, Section: A, page: 3440.

Thesis (Ph.D.)--Rutgers The State University of New Jersey - New Brunswick, 2010.

As contract human capital continues to grow and become a powerful force in the economy contributing to the success of many organizations, it is vital for researchers to enhance their understanding of how organizations engage and manage this component of their workforce. Equally important, is to assess how individuals respond to and perform in a rapidly changing and flexible workplace.

ISBN: 9781124172989Subjects--Topical Terms:

626628
Business Administration, Management.

Contract human capital human resource architecture.
LDR:03404nam 2200361 4500 001 1399281
005 20110928091722.5
008 130515s2010 ||||||||||||||||| ||eng d
020 $a 9781124172989
035 $a (UMI)AAI3418744
035 $a AAI3418744
040 $a UMI $c UMI
100 1 $a Castellano, William G. $3 1678229
245 1 0 $a Contract human capital human resource architecture.
300 $a 207 p.
500 $a Source: Dissertation Abstracts International, Volume: 71-09, Section: A, page: 3440.
500 $a Adviser: David Lepak.
502 $a Thesis (Ph.D.)--Rutgers The State University of New Jersey - New Brunswick, 2010.
520 $a As contract human capital continues to grow and become a powerful force in the economy contributing to the success of many organizations, it is vital for researchers to enhance their understanding of how organizations engage and manage this component of their workforce. Equally important, is to assess how individuals respond to and perform in a rapidly changing and flexible workplace.
520 $a Indeed, the major findings of this study provide many helpful insights for understanding and managing this increasingly important segment of the labor force. While much of SHRM research has enhanced our understanding of how organizations differentiate managing their "traditional" workforce, this study enhances our understanding of how organizations differentiate managing contract human capital based on the interdependency and criticality of the work.
520 $a In support of contingency theory, the findings also demonstrate that the strategic reasons for engaging contract human capital impact the choice of HR configuration for managing them. A key strategic moderator is organizational flexibility. It seems organizations seeking functional flexibility do so by investing more in the employment relationship, whereas, those seeking coordination flexibility do so by investing less in the employment relationship.
520 $a The findings of this study also shed more light on the determinants and relationship of contract human capital's perceptions of fairness (POF) and psychological contract breach (PCB). Though there is a large body of research that supports POF moderating the relationship between HR configurations and PCB, this study found support for POF mediating the relationship.
520 $a Furthermore, it seems that some contract human capital who enter into these work arrangements to earn more money or develop a skill consider these as valuable outputs to be included in equity comparisons (Adams, 1965; Morrison & Robinson, 1997) when assessing fairness, whereas those whose work preference was flexibility or obtaining permanent employment consider these as promises to be evaluated when assessing psychological contract fulfillment.
520 $a Lastly, the results show how contract human capital are managed matters to both the individual and the work group. Alignment of the type of work performed and HR configurations were significantly related to individual task performance and organizational citizenship behaviors.
590 $a School code: 0190.
650 4 $a Business Administration, Management. $3 626628
650 4 $a Psychology, Industrial. $3 520063
650 4 $a Sociology, Industrial and Labor Relations. $3 1017858
650 4 $a Sociology, Organizational. $3 1018023
690 $a 0454
690 $a 0624
690 $a 0629
690 $a 0703
710 2 $a Rutgers The State University of New Jersey - New Brunswick. $b Graduate School - New Brunswick. $3 1019196
773 0 $t Dissertation Abstracts International $g 71-09A.
790 1 0 $a Lepak, David, $e advisor
790 $a 0190
791 $a Ph.D.
792 $a 2010
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3418744