System HRM i zaufanie wewnątrzorganizacyjne jako czynniki generujące pozytywne postawy i zachowania pracowników organizacji sektora publicznego
DOI:
https://doi.org/10.18559/SOEP.2016.8.5Słowa kluczowe:
Zarządzanie zasobami ludzkimi, Standardy HRM, Zaufanie organizacyjne, Dobór pracowników, Opinia pracowników, Postawy pracowników, Regresja wielokrotnaAbstrakt
Celem opracowania było zidentyfikowanie związków pomiędzy systemem HRM i zaufaniem wewnątrzorganizacyjnym a poziomem satysfakcji z pracy oraz wpływu powyższych zmiennych na pozytywne dla organizacji zachowania pracowników, takie jak: wykazywanie postawy proinnowacyjnej, pomaganie innym i mała chęć zmiany pracodawcy. Badania zostały przeprowadzone na grupie 134 losowo dobranych pracowników organizacji sektora publicznego. Analiza regresji wielokrotnej umożliwiła wskazanie prawdopodobnych związków pomiędzy zmiennymi, między innymi związku pomiędzy satysfakcją z pracy a systemem HRM i poziomem zaufania wewnętrzorganizacyjnego.
Pobrania
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