Please use this identifier to cite or link to this item:
|Title:||How are internally oriented HRM policies related to high-performance work practices? Evidence from Singapore|
High-performance work practices
Human resource management
Internal labour markets
|Source:||Barnard, M.E.,Rodgers, R.A. (2000). How are internally oriented HRM policies related to high-performance work practices? Evidence from Singapore. International Journal of Human Resource Management 11 (6) : 1017-1046. ScholarBank@NUS Repository.|
|Abstract:||This examination of policies relating to the internal cultivation of human resources and high-performance work systems among a sample of Singapore-based organizations shows that the HRM practices under consideration reflect three distinct dimensions: internal staffing, employee development, and employment stability. Of the three dimensions, only employee development was significantly and positively related to high-performance work systems. Contrary to the arguments in the literature relating to internal labour markets, mutual commitment HRM, and high-performance work systems, policies involving internal staffing and employment stability were not found to be necessary components of the internally oriented HRM package.|
|Source Title:||International Journal of Human Resource Management|
|Appears in Collections:||Staff Publications|
Show full item record
Files in This Item:
There are no files associated with this item.
checked on Dec 15, 2017
Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.