The Effect of Psychology in Human Resources Management and Supply

سال انتشار: 1396
نوع سند: مقاله کنفرانسی
زبان: انگلیسی
مشاهده: 489

فایل این مقاله در 9 صفحه با فرمت PDF قابل دریافت می باشد

استخراج به نرم افزارهای پژوهشی:

لینک ثابت به این مقاله:

شناسه ملی سند علمی:

SEPCONF01_114

تاریخ نمایه سازی: 8 آذر 1396

چکیده مقاله:

Human resource management and supply can be considered to be responsibility of all those who manage people as well as a description of persons who are employed as specialists. It is that part of management that involves planning for human resource needs, including recruitment and selection, training and development. It also includes welfare and safety, wage and salary administration, collective bargaining and dealing with most aspects of industrial relations. The integration between the management of human resources and psychology is arguably the prime factor delineating HRM theory and practice from its more traditional personnel management origins. Selection of the personnel has long been recognized as a key activity within HR and this article seeks to explore the extent to which its practice provides evidence of such strategic alignment. The findings indicate a long-term impact of the interactional justice perceptions experienced in the recruitment negotiation on employees’ intent to leave their organization. Specifically, job negotiation interactional justice perceptions have a lingering effect on an individual’s turnover intentions beyond the effects of distributive justice and supportive human resource practices.

نویسندگان

Shahrbanoo Niroozadeh

Faculty member of Farhangian University

Faride Yosefi

Faculty member of Shiraz University, Education and psychology faculty

Mahboobe Fooladchang

Faculty member of Shiraz University, Education and psychology faculty