人力资源管理对公司社会绩效的影响来自：几内亚的证据
发布时间：2021-07-01 13:11
无论公司规模如何,人力资源管理对所有公司都至关重要,因为它在员工的社会绩效中起着关键作用。在这方面,本研究试图研究人力资源管理实践如何影响公司的社会绩效。该研究基于2018年几内亚的港口公司。为了研究这种关系,本研究选了一变量:招聘,培训,评估,报酬,参与。为了弄清楚人力资源管理实践如何影响公司的社会绩效,本研究考虑了诸如以下问题:人力资源管理实践如何影响几内亚港的业绩?几内亚港人力资源管理做法的实施程度如何?几内亚港人力资源管理做法的实施程度如何?本研究使用调查问卷在人力资源管理局的帮助下从公司各部门收集数据。使用SPSS软件版本20对收集的数据进行分类和分析。结果表明,人力资源实践并未显着提高员工的社会绩效。此外,该研究发现,招聘,培训,评估,薪酬和参与适用于不同层次,即培训和参与得到正确应用,而其他变量招聘,评估和奖励补偿则较少应用。
【文章来源】：首都经济贸易大学北京市
【文章页数】：122 页
【学位级别】：硕士
【文章目录】：
摘要
Abstract
List of acronyms and abbreviations
Chapter 1: Introduction
1.1. General Introduction
1.2. Background of study
1.3. History of the Company of the Port of Guinea
1.4. Statement of the problem
1.5. Research questions
1.6. Interest of the study
1.7. Goal of the study
1.8. Significant of the study
1.9. Delimitation
1.10. Research structure
Chapter 2: Literature Review and Hypothesis
2.1. Introduction
2.2. Theoretical framework
2.2.1. Performance concept
2.2.2. Social performance concept
2.2.3. Organizational performance concept
2.2.4. Strategic HRM Concept and Different Perspective
2.3. Review of previous empirical studies
2.3.1. Recruitment
2.3.2. Training
2.3.3. Performance evaluation
2.3.4. Remuneration
2.3.5. Participation or involvement
2.3.6. Social performance
Chapter 3: Research design
3.1 Methodology of Research
3.2. Data Collection Instruments and Sampling Techniques
3.3. Measurement
3.4. Presentation of the questionnaire
3.5. Study variables
3.6. Data analysis tools and conditions of acceptability of the hypotheses
Chapter 4: Empirical Results and Interpretations
4.1. Introduction
4.2. Presentation, Analysis and Interpretation of the Results
4.2.1. Descriptive Analysis of HRM practices
4.2.2. Presentation and analysis of correlation results
4.2.3. Presentation and Analysis of Regression results
4.2.4. Regression between HRM practices and Social performance
4.3. Interpretation of the Results
Chapter 5: Conclusions, Discussion, and Suggestion for Future Research
5.1. Discussion
5.2. Limitations and Suggestions for Further areas of Research
5.3 Conclusion
Refrences
Appendix
Acknowledgements
本文编号：3259196
【文章来源】：首都经济贸易大学北京市
【文章页数】：122 页
【学位级别】：硕士
【文章目录】：
摘要
Abstract
List of acronyms and abbreviations
Chapter 1: Introduction
1.1. General Introduction
1.2. Background of study
1.3. History of the Company of the Port of Guinea
1.4. Statement of the problem
1.5. Research questions
1.6. Interest of the study
1.7. Goal of the study
1.8. Significant of the study
1.9. Delimitation
1.10. Research structure
Chapter 2: Literature Review and Hypothesis
2.1. Introduction
2.2. Theoretical framework
2.2.1. Performance concept
2.2.2. Social performance concept
2.2.3. Organizational performance concept
2.2.4. Strategic HRM Concept and Different Perspective
2.3. Review of previous empirical studies
2.3.1. Recruitment
2.3.2. Training
2.3.3. Performance evaluation
2.3.4. Remuneration
2.3.5. Participation or involvement
2.3.6. Social performance
Chapter 3: Research design
3.1 Methodology of Research
3.2. Data Collection Instruments and Sampling Techniques
3.3. Measurement
3.4. Presentation of the questionnaire
3.5. Study variables
3.6. Data analysis tools and conditions of acceptability of the hypotheses
Chapter 4: Empirical Results and Interpretations
4.1. Introduction
4.2. Presentation, Analysis and Interpretation of the Results
4.2.1. Descriptive Analysis of HRM practices
4.2.2. Presentation and analysis of correlation results
4.2.3. Presentation and Analysis of Regression results
4.2.4. Regression between HRM practices and Social performance
4.3. Interpretation of the Results
Chapter 5: Conclusions, Discussion, and Suggestion for Future Research
5.1. Discussion
5.2. Limitations and Suggestions for Further areas of Research
5.3 Conclusion
Refrences
Appendix
Acknowledgements
本文编号：3259196
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