Andere Kunden interessierten sich auch für
![The impact of Management Information Systems in Individual Performance]( "The impact of Management Information Systems in Individual Performance")
The impact of Management Information Systems in Individual Performance53,99 €![The impact of perceived CSR on organizational commitment]( "The impact of perceived CSR on organizational commitment")
The impact of perceived CSR on organizational commitment29,99 €![Work-Related Factors That Affect Organizational Commitment]( "Work-Related Factors That Affect Organizational Commitment")
Work-Related Factors That Affect Organizational Commitment36,99 €![How important is Servant Leadership and Organizational Climate?]( "How important is Servant Leadership and Organizational Climate?")
How important is Servant Leadership and Organizational Climate?44,99 €![Job Satisfaction and Organizational Commitment]( "Job Satisfaction and Organizational Commitment")
Job Satisfaction and Organizational Commitment26,99 €![Impact of Nepotism Practices on Organizational Trust and Commitment]( "Impact of Nepotism Practices on Organizational Trust and Commitment")
Impact of Nepotism Practices on Organizational Trust and Commitment36,99 €![Job Satisfaction, Job Involvement and Organizational Commitment]( "Job Satisfaction, Job Involvement and Organizational Commitment")
Job Satisfaction, Job Involvement and Organizational Commitment39,99 €
Studies in human resources management have shown for many years that attitudes at work are very important determinants of an organisation's effectiveness and efficiency. In the list of these practices, several authors insist on HRM practices stemming from a cost-reduction strategy (retirement practices, employee benefits, work organisation, remuneration and organisational change) and those stemming from a value-added strategy (information, new role, training/development, mobility, work style, etc.), training/development, mobility, management style, performance appraisal, career management) From this perspective, it is worth noting that these practices have a particular influence on two attitudes at work, which in turn seem to have very positive effects on organisational change and development. These are job satisfaction and commitment.