Abstract
In most firms, the Human Resources department is responsible for the development of effective human resource practices that help the organization meet or exceed its business objectives. However, the implementation of those practices ultimately falls to the firm’s line managers. This paper uses planned behavior and social context theories to propose that line managers’ implementation of effective HR practices is influenced by a variety of individual, organizational, and human resource practice factors. The results of an exploratory factor analysis and a multiple regression test of the suggested model showed that organizational and individual factors exhibited a significant impact in predicting line managers’ HR practice implementation levels. Implications of these findings are discussed, as are directions for future research.
Original language | American English |
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State | Published - Aug 15 2011 |
Event | Academy of Management Meeting - Philadelphia, PA Duration: Aug 5 2014 → … |
Conference
Conference | Academy of Management Meeting |
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Period | 08/5/14 → … |
Keywords
- HR implementation
- HR practices
- Line managers
DC Disciplines
- Business