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Advisor(s)
Abstract(s)
Framed by a social exchange perspective, this study address the issue of whether positive employees’
perceptions about human resource management practices influence positive attitudes and
behaviour. We hypothesize that human resource management practices (HRMP) have a significant
negative effect on intention to voluntary leave the organization and a positive effect on organizational
citizenship behaviour (OCB), and that OCB could mediate the relationship between HRMP and
turnover intention. A sample of 165 employees from the Portuguese public administration participated
in the study. Data was analysed through descriptive statistics, confirmatory factor analysis
and hypotheses were tested using single and multiple linear regressions. Results indicate that HRMP
is positively associated with OCB, but only internal communication practice is highly valued by
Portuguese public employees and successfully predicts OCB. HRMP also show a positive association
with turnover intention but only celebration and recognition practices are predictors of turnover
intention. Contrary to our hypothesis OCB did not acted as mediator between HRMP and turnover
intention. Some suggestions on managerial human resource practices were proposed as well as
some main questions raised in the Portuguese public administration context.
Description
Keywords
Human resources management Organizational citizenship behavior Public administration Turnover intention
Citation
International Journal of Public Administration, 1-10. Doi: 10.1080/01900692.2016.1242609
Publisher
Taylor & Francis