Mediating effect of ethical climates on HRM practices and organisational performance: A proposed theoretical frame work
Previous studies revealed that human resource management practices (HRM practices) are considered the best internal factors that lead to organizational performance (OP) but some studies said why HRM practices influence performance in an organization, what are the mechanisms through which HRM practic...
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| Main Authors: | , , |
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| Format: | Conference or Workshop Item |
| Language: | English |
| Published: |
2015
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| Subjects: | |
| Online Access: | http://repo.uum.edu.my/21466/1/CBMR%20II%202015%20130%20142.pdf http://repo.uum.edu.my/21466/ http://www.cbmrsbm.com/uploads/1/9/8/7/19870781/hr1.pdf |
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| Summary: | Previous studies revealed that human resource management practices (HRM practices) are considered the best internal factors that lead to organizational performance (OP) but some studies said why HRM practices influence performance in an organization, what are the mechanisms through which HRM practices leads to OP? Few studies attempted to explore some mechanism through which HRM practices influence performance in an organization, but still there are needs for more studies to clear the assumptions in the literature. Resource Based View (RBV) highlighted that HRM practices influence OP through resources like of ethics, organizational values.The present study proposed to use ethical climates as potential mediator on HRM practices and OP relationship. |
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