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A publicação pode ser exportada nos seguintes formatos: referência da APA (American Psychological Association), referência do IEEE (Institute of Electrical and Electronics Engineers), BibTeX e RIS.

Exportar Referência (APA)
Pires, M. L. & Nunes, F. G. (2015). HRM practices and organizations' internal context role in performance. European Journal of Applied Business and Management. 1 (1), 183-200
Exportar Referência (IEEE)
L. A. Pires and F. G. Nunes,  "HRM practices and organizations' internal context role in performance", in European Journal of Applied Business and Management, vol. 1, no. 1, pp. 183-200, 2015
Exportar BibTeX
@article{pires2015_1717061220658,
	author = "Pires, M. L. and Nunes, F. G.",
	title = "HRM practices and organizations' internal context role in performance",
	journal = "European Journal of Applied Business and Management",
	year = "2015",
	volume = "1",
	number = "1",
	pages = "183-200",
	url = "http://nidisag.isag.pt/index.php/IJAM/article/view/31"
}
Exportar RIS
TY  - JOUR
TI  - HRM practices and organizations' internal context role in performance
T2  - European Journal of Applied Business and Management
VL  - 1
IS  - 1
AU  - Pires, M. L.
AU  - Nunes, F. G.
PY  - 2015
SP  - 183-200
SN  - 2183-5594
UR  - http://nidisag.isag.pt/index.php/IJAM/article/view/31
AB  - Purpose - The main purpose of the present study is to test the association between Human Resource Management practices (HRMP) perceptions, internal context, and organizational performance. Design/methodology/approach - The data was collected based on a sample of 525 individuals from 22 stores, with performance indicators collected at the store level. Findings - The results showed (a) a positive relationship between perceived organizational integrity and organizational performance, as well as a negative relationship with staff turnover; (b) and a negative relationship between employment conditions and staff turnover. Research limitations/implications - The small sample size and the fact that the study was conducted in stores of the same organization doesn’t allow generalization of findings; results are based on data from cross-sectional design, longitudinal data would be needed to infer causal relationships. Practical implications - Managers should take in consideration that organizational integrity, as perceived by employees, can enhance organizational performance and reduce turnover, better employment conditions will also have this effect in turnover. Originality/value - These findings allow us to discuss the role of HRMP and of organizations internal context and characteristics on performance.
ER  -