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The triangle of HRM practices

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conference contribution
posted on 13.11.2015, 15:02 by Araz Zirar
The pursuant of a unique bundle of HRM practices is hailed to promote organisational success in today's competitive market (Lu et al., 2015). Although the word ‘success’ might not escape the challenge of a clear definition, understanding and linking espoused, enacted and perceived HRM practices are crucial parts of the unique bundle of HRM practices (Khilji and Wang, 2006). Espoused HRM practices are meant to mean what is said to be done in terms of human resource activities, enacted HRM practices denote what is actually done in terms of human resource activities and perceived HRM practices refer to what is actually perceived of HRM practices by stakeholders of an organisation, in particular employees. This developmental paper aims to develop a model, the triangle of HRM practices, which links espoused, enacted and perceived HRM practices together.

History

School

  • Business and Economics

Department

  • Business

Published in

BAM2015 Conference

Citation

ZIRAR, A.A., 2015. The triangle of HRM practices. IN: Proceedings of BAM2015: The Value of Pluralism in Advancing Research, Education and Practice. University of Portsmouth, 8-10 September.

Publisher

British Academy of Management (BAM)

Version

AM (Accepted Manuscript)

Publisher statement

This work is made available according to the conditions of the Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International (CC BY-NC-ND 4.0) licence. Full details of this licence are available at: https://creativecommons.org/licenses/by-nc-nd/4.0/

Publication date

2015

Notes

This is a conference paper.

Language

en

Location

University of Portsmouth

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Keywords

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