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An instrument and model to measure t...

Doerflein, Kimberly Anne Smith.

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An instrument and model to measure the impact of human resource management on supply chain management.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	An instrument and model to measure the impact of human resource management on supply chain management./
作者:	Doerflein, Kimberly Anne Smith.
面頁冊數:	200 p.
附註:	Source: Dissertation Abstracts International, Volume: 67-03, Section: A, page: 0818.
Contained By:	Dissertation Abstracts International67-03A.
標題:	Business Administration, Management. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3210705
ISBN:	9780542594861

An instrument and model to measure the impact of human resource management on supply chain management.
Doerflein, Kimberly Anne Smith.

An instrument and model to measure the impact of human resource management on supply chain management. - 200 p.

Source: Dissertation Abstracts International, Volume: 67-03, Section: A, page: 0818.

Thesis (Ph.D.)--Purdue University, 2005.

Previous research established that effective supply chain management has a significant and positive impact on organizational performance and customer service. One unexamined aspect is the effect of human resources in this process.

ISBN: 9780542594861Subjects--Topical Terms:

626628
Business Administration, Management.

An instrument and model to measure the impact of human resource management on supply chain management.
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245 1 3 $a An instrument and model to measure the impact of human resource management on supply chain management.
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500 $a Source: Dissertation Abstracts International, Volume: 67-03, Section: A, page: 0818.
500 $a Advisers: Cynthia Tomovic; Jerry Peters.
502 $a Thesis (Ph.D.)--Purdue University, 2005.
520 $a Previous research established that effective supply chain management has a significant and positive impact on organizational performance and customer service. One unexamined aspect is the effect of human resources in this process.
520 $a This research proposes to investigate the symbiotic relationship between these two fields of practice, with the goal of developing an innovative model and instrument that can be used by businesses and organizations seeking to improve global human resource and supply chain management.
520 $a A survey (the instrument) was developed from an extensive literature review, and then underwent rigorous pre-testing using Dillman's (2000) four sequential stages. Leading consultants reviewed the initial questionnaire, which was then tested in six structured interviews with academics and practitioners. A pilot study followed, and the revised survey instrument went to an outside evaluator for a "fresh eye" look. Revisions occurred after each of the four phases.
520 $a Dillman's (2000) four main elements were used for the large-scale survey to increase the response rate. The survey questions were designed to be clear and user-friendly. Five "compatible" contacts were used in consecutive mailings (a pre-notice postcard, the survey, a thank-you postcard, a replacement survey, then a final survey that was reformatted and repackaged to target non-respondents). Surveys included postage paid reply envelopes, and all correspondence was personalized.
520 $a Fifteen hundred surveys mailed yielded three hundred and twenty-two responses (21.47%). Two hundred and sixty-six surveys were usable (17.73% response rate), and twenty were undeliverable (1.33%). Valid responses provided a sample large enough for statistical analysis and reliability and validity assessment of the instrument. The majority of the proposed relationships evaluated showed statistical significance.
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