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This doctoral dissertation represents a theoretical and an empirical approach for the research of the inderdependencies betweet the approaches and the practices in HRM and the occurences of organizational citizenship behavior. In theoretical perspective, the essence of the human resources management and citizenship behavior in organizations is defined, as well as different approaches and models for their analyses. The forms of organizational citizenship behavior are confirmed within a Bulgarian sample: participation, altruism, obedience, loyalty and general compliance. Key aspects related to strategic orientations in HRM, building trust between the employee and the organization, learning and development opportunities, perception of the HR speacialist role are defined and empirically tested. Leading HRM practices are formulated: managerial styles and values, work characteristics, recruitment and performance appraisal systems, remuneration and social benefits. On the other side, the influence of different demographic and positional factors on the approaches and practices in HRM and organizational citizenship behavior are examined, as total work experience and industry have the highest impact. The specifics in the strategic approaches and practices in HRM in different sectors are framed. It turns out that the effective functioning of the HRM systems is predefined by building trust between the employee and the organization, the various and accessible learning and development opportunities and the organizational structure. The most significant preditors of citizenship behavior in organizations are postulated, namely the managerial styles and values and recruitment and performance appraisal systems.
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