ISSN:0090-4848    

DOI:10.1002/hrm.3930260101

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1987

数据来源: WILEY

摘要:

AbstractThe Tichy and Ulrich (1984) framework for transformational leadership is applied within the setting of a number of U.S. trade unions currently undergoing a realignment of their goals and objectives. That framework will be used to delineate both the transformational role being played by leaders in these unions and the opportunities for transformational leadership that are being underutilized.

ISSN:0090-4848    

DOI:10.1002/hrm.3930260102

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1987

数据来源: WILEY

摘要:

AbstractThis study of common patterns of communication and behavior in mergers and acquisitions relied on a survey of twenty‐one managers and professionals in acquired organizations in three separate mergers or acquisitions (M/A). The survey used focused interviews to construct three cases. Common patterns are identified and a syndrome is specified connecting communication variables with rumor mills, employee turnover, and employee commitment to the new organizatio

ISSN:0090-4848    

DOI:10.1002/hrm.3930260103

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1987

数据来源: WILEY

摘要:

AbstractHuman resource strategy research has focused primarily on the effects of business objectives and other organizational contingencies on organizational‐wide human resource systems and policies. Relatively little attention has been paid to the human resource function at the business implementation level. The multiple constituency approach was proposed to be a meaningful conceptual basis for analyzing the activities and effectiveness of the human resource department at the firm's operating level. A research project involving three separate studies found support on the validity of the multiple constituency approach. Constituency perspectives differed in both the activities desired of the human resource department and criteria meaningful for evaluating its effectiveness. The largest discrepancy was between constituencies with a strategic focus and constituencies with an operational orientation. Implications of the research findings and of the multiple constituency approach for strategic human resource management research and practice are discusse

ISSN:0090-4848    

DOI:10.1002/hrm.3930260104

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1987

数据来源: WILEY

摘要:

AbstractGuided by a general manager's perspective of human resources management (HRM), this paper identifies key factor affecting the introduction of HRM innovations in organizations. Because the essence of market and technological leadership is the development of the organizational capacity to carry out inventive ideas, it is critical to understand the main forces influencing HRM innovation. Following a definition of HRM innovation, six propositions are discussed using current and historical examples. Since HRM innovation also involves change in the social system of the organization, the adoption and diffusion of these innovations can be attributed not only to external environmental forces but also to social processes.

ISSN:0090-4848    

DOI:10.1002/hrm.3930260105

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1987

数据来源: WILEY

摘要:

AbstractSuccessful introduction of strategically‐oriented compensation plans depends on their “fit” with the firm's overall approach to strategic planning. Proposed approaches to designing management compensation systems are examined in terms of their potential fit with three different mental models of strategy and the strategic planning process to develop a parallel typology of compensation

ISSN:0090-4848    

DOI:10.1002/hrm.3930260106

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1987

数据来源: WILEY

摘要:

AbstractThis paper examines the roots of Britain's training problem, drawing links with long‐standing industrial decline and lack of competitiveness. It is argued that training has considerable strategic importance in this context, but major attitudinal and structural obstacles are restricting the ability of British management to implement the necessary changes in their human resource management. A major research program in the UK aimed at understanding and facilitating strategic change and human resource management is described in detai

ISSN:0090-4848    

DOI:10.1002/hrm.3930260107

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1987

数据来源: WILEY

ISSN:0090-4848    

DOI:10.1002/hrm.3930260108

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1987

数据来源: WILEY

ISSN:0090-4848    

DOI:10.1002/hrm.3930260109

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1987

数据来源: WILEY

ISSN:0090-4848    

DOI:10.1002/hrm.3930260110

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1987

数据来源: WILEY