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Public sector human resource practic...

Watty-Benjamin, Wynant.

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Public sector human resource practices and the impact on employees behavioral outcomes.

Record Type:	Language materials, printed : Monograph/item
Title/Author:	Public sector human resource practices and the impact on employees behavioral outcomes./
Author:	Watty-Benjamin, Wynant.
Description:	166 p.
Notes:	Source: Dissertation Abstracts International, Volume: 74-09(E), Section: A.
Contained By:	Dissertation Abstracts International74-09A(E).
Subject:	Sociology, Organizational. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3561505
ISBN:	9781303086304

Public sector human resource practices and the impact on employees behavioral outcomes.
Watty-Benjamin, Wynant.

Public sector human resource practices and the impact on employees behavioral outcomes. - 166 p.

Source: Dissertation Abstracts International, Volume: 74-09(E), Section: A.

Thesis (D.B.A.)--Capella University, 2013.

A cross sectional study of the United States Virgin Islands (USVI) public sector was conducted to ascertain whether the human resource management (HRM) practices were related to the employees' organizational citizenship behavior (OCB) and intentions to leave. A quantitative approach was taken to evaluate employees' perception. Multivariate analysis demonstrated that residence, gender, HR staff, and supervisory/managerial positions were determining factors. Residents correlated to turnover intentions; gender and supervisor/manager correlated to OCB, while being an HR staff correlated to the HRM factor, employee skill/organizational structure. The results of multiple regression analysis indicated that HRM practices did not predict OCB or turnover intentions.

ISBN: 9781303086304Subjects--Topical Terms:

1018023
Sociology, Organizational.

Public sector human resource practices and the impact on employees behavioral outcomes.
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100 1 $a Watty-Benjamin, Wynant. $3 2096093
245 1 0 $a Public sector human resource practices and the impact on employees behavioral outcomes.
300 $a 166 p.
500 $a Source: Dissertation Abstracts International, Volume: 74-09(E), Section: A.
500 $a Adviser: Ikwukananne Udechukwu.
502 $a Thesis (D.B.A.)--Capella University, 2013.
520 $a A cross sectional study of the United States Virgin Islands (USVI) public sector was conducted to ascertain whether the human resource management (HRM) practices were related to the employees' organizational citizenship behavior (OCB) and intentions to leave. A quantitative approach was taken to evaluate employees' perception. Multivariate analysis demonstrated that residence, gender, HR staff, and supervisory/managerial positions were determining factors. Residents correlated to turnover intentions; gender and supervisor/manager correlated to OCB, while being an HR staff correlated to the HRM factor, employee skill/organizational structure. The results of multiple regression analysis indicated that HRM practices did not predict OCB or turnover intentions.
590 $a School code: 1351.
650 4 $a Sociology, Organizational. $3 1018023
650 4 $a Political Science, Public Administration. $3 1017438
650 4 $a Sociology, Organization Theory. $3 1669248
690 $a 0703
690 $a 0617
690 $a 0635
710 2 $a Capella University. $b School of Business and Technology. $3 1673949
773 0 $t Dissertation Abstracts International $g 74-09A(E).
790 $a 1351
791 $a D.B.A.
792 $a 2013
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3561505