Inhaltsangabe
Are HRM practices, procedural justice and ethical behavior important source of employees’ misconduct? What are the relationships among HRM practices, procedural justice, ethical behavior and Employee Misconduct in this context? To answer these questions, we i) develop a theoretical framework describing the factors that contribute to Employee Misconduct, ii) test the proposed model using Factor Analysis , multiple Regression Analysis techniques and others on both public and private sector employees’ sample data collected via hand and web survey, and iii) consider the implication of the model. The results of the study show that HRM practices have a strong relationship with procedural justice. Three of HRM practices, training and development, performance management and promotion and compensation and incentives have strong impacts on Employee Misconduct. Interestingly, procedural justice mediates the relationship between HRM practices and Employee Misconduct whereas unethical behavior of self and co-worker moderate the relationship between procedural justice and Employee Misconduct.
Die Inhaltsangabe kann sich auf eine andere Ausgabe dieses Titels beziehen.
Reseña del editor
Are HRM practices, procedural justice and ethical behavior important source of employees' misconduct? What are the relationships among HRM practices, procedural justice, ethical behavior and Employee Misconduct in this context? To answer these questions, we i) develop a theoretical framework describing the factors that contribute to Employee Misconduct, ii) test the proposed model using Factor Analysis , multiple Regression Analysis techniques and others on both public and private sector employees' sample data collected via hand and web survey, and iii) consider the implication of the model. The results of the study show that HRM practices have a strong relationship with procedural justice. Three of HRM practices, training and development, performance management and promotion and compensation and incentives have strong impacts on Employee Misconduct. Interestingly, procedural justice mediates the relationship between HRM practices and Employee Misconduct whereas unethical behavior of self and co-worker moderate the relationship between procedural justice and Employee Misconduct.
Biografía del autor
Miss Siti Hajar Mohd Hussain is currently attached to Universiti Teknologi MARA (UiTM) Terengganu, as a lecturer under the Faculty of Business Management. Before joining UiTM, she was a Training and Industrial Relations Executive with Ramunia Holdings Berhad (since 2007); and a Training and Development Executive at AIMS Data Centre Sdn. Bhd.
„Über diesen Titel“ kann sich auf eine andere Ausgabe dieses Titels beziehen.
Suchergebnisse für Factors contributing to Employee Misconduct: An empirical...
Foto des Verkäufers
Factors contributing to Employee Misconduct
Verlag:
LAP LAMBERT Academic Publishing Aug 2012, 2012
ISBN 10: 3844381120
ISBN 13: 9783844381122
Neu
Taschenbuch
Anbieter: buchversandmimpf2000, Emtmannsberg, BAYE, Deutschland
Verkäuferbewertung 5 von 5 Sternen
Taschenbuch. Zustand: Neu. Neuware -Are HRM practices, procedural justice and ethical behavior important source of employees¿ misconduct What are the relationships among HRM practices, procedural justice, ethical behavior and Employee Misconduct in this context To answer these questions, we i) develop a theoretical framework describing the factors that contribute to Employee Misconduct, ii) test the proposed model using Factor Analysis , multiple Regression Analysis techniques and others on both public and private sector employees¿ sample data collected via hand and web survey, and iii) consider the implication of the model. The results of the study show that HRM practices have a strong relationship with procedural justice. Three of HRM practices, training and development, performance management and promotion and compensation and incentives have strong impacts on Employee Misconduct. Interestingly, procedural justice mediates the relationship between HRM practices and Employee Misconduct whereas unethical behavior of self and co-worker moderate the relationship between procedural justice and Employee Misconduct.Books on Demand GmbH, Überseering 33, 22297 Hamburg 100 pp. Englisch. Artikel-Nr. 9783844381122
Neu kaufen
EUR 49,00
Versand:
EUR 60,00
Von Deutschland nach USA
Anzahl: 2 verfügbar