Bitte verwenden Sie diesen Link, um diese Publikation zu zitieren, oder auf sie als Internetquelle zu verweisen: https://hdl.handle.net/10419/78948 
Autor:innen: 
Erscheinungsjahr: 
2005
Quellenangabe: 
[Journal:] Management Revue [ISSN:] 1861-9916 [Volume:] 16 [Issue:] 2 [Publisher:] Rainer Hampp Verlag [Place:] Mering [Year:] 2005 [Pages:] 174-185
Verlag: 
Rainer Hampp Verlag, Mering
Zusammenfassung: 
In 1996, Becker and Gerhart noted that much of the work on human resources (HR) and performance had traditionally been conducted at the individual level of analysis. However, in the 1990s, empirical research on HR and performance increasingly moved to the plant/unit and firm level of analysis with a new emphasis on understanding how HR practices influence business performance at these higher levels. In the present article, I describe the empirical findings of this evolving literature, unanswered questions, and an approach to the issue that differs from what has come to be the typical approach over the past 10 years or so.
Schlagwörter: 
human resources
performance
employee relations
employee attitudes
methodology
Dokumentart: 
Article

Datei(en):
Datei
Größe
90 kB





Publikationen in EconStor sind urheberrechtlich geschützt.