Abstract—HR is a department that enhances the power of employee performance in regard with their services, and to make the organization strategic objectives. The main concern of HR department is to organize people, focus on policies and their system. The empirical study shows the relationship between HRM (Human Resource Management practices) and their Job Satisfaction. The Hypothesis is testing...

The construct of Human Resource (HR) Attributions is introduced. We argue that the attributions that employees make about the reasons why management adopts the HR practices that it does have consequences for their attitudes and behaviors, and ultimately, unit performance. Drawing on the strategic HR literature, we propose a typology of five HR-Attribution dimensions. Utilizing data collected fr...

Researchers still debate the relevance of using cultural frameworks and socio-economic differences between countries versus focussing on institutional differences when analysing issues affecting the transfer of human Resource policies between countries. this paper first compares four countries from europe and Asia on a macroeconomic level as well as on cultural dimensions. it then investigates ...

T he delivery of the human resource function has undergone considerable changes in recent years, especially within large multinational corporations (MNCs). Traditionally, the typical HR structure in a large MNC starts with a small team at the corporate level that is responsible for strategic issues. Much of the operational HR function is carried out at the national level. This function is often...

introduction: today, human resources are the most important competitive advantage of organizations. therefore, university administrators should be aware of how to effectively use this strategic factor and advantage. however, innovation is also a valuable tool in confronting uncertainty, and responding to and impacting the external environment. the aim of the present study was to determine the s...

It is widely held that new ventures experience different kinds of problems as they grow and mature. This so-called life cycle or stage model of organizational growth has received considerable empirical support (Dodge & Robbins, 1992; Hanks & Chandler, 1994; Kazanjian, 1988; Kazanjian & Drazin, 1989). Most previous studies of the life-cycle model have identified or examined different types of pr...

the aim of this study is to investigate human resource competencies in iranian petroleum company. this study is a descriptive-analytical approach. in this research, we examined human resource competencies in six main categories including; credible activist, culture & change steward, talent manager/organizational designer, strategy architect, operational executor, business ally, as well as 21 su...

The purpose of this research paper is to investigate the impact Human Resource Information Systems (HRIS) on organizational performance. HRIS are digital platforms that help organizations manage human resources by centralizing, organizing, and automating processes related HR functions. This study examines relationship between implementation performance, specifically focusing efficiency, effecti...