The Effect of Psychology in Human Resources Management and Supply
- سال انتشار: 1396
- محل انتشار: اولین کنفرانس بین المللی علوم اجتماعی،تربیتی علوم انسانی و روانشناسی
- کد COI اختصاصی: SEPCONF01_114
- زبان مقاله: انگلیسی
- تعداد مشاهده: 498
نویسندگان
Faculty member of Farhangian University
Faculty member of Shiraz University, Education and psychology faculty
Faculty member of Shiraz University, Education and psychology faculty
چکیده
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.کلیدواژه ها
psychology, management, selection of personnel, human resourcesاطلاعات بیشتر در مورد COI
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