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• W121636748 abstract "In recent years the implementation of HR practices was in the focus of many studies. Therebyit was revealed that the HR practices that are designed by the HR department are not alwaysreceived as intended by the employees. Recently the implementation process of HR practiceshas also been complicated by the circumstance that line managers take over the operationaltasks of HR departments and thereby also the implementation of HR practices. Due to thisreason the HR practices need to pass through an additional stage during their implementation.Nevertheless the employee perception of HR practices is of central importance, because theperception colors all further behavior of employees and their performance. Therefore it isdesirable to design HR practices that enforce attitudes and behaviors that increase employees’skills, knowledge and abilities to maximize the performance of every individual. In additionthese practices need to be understood correctly by the employees; otherwise they cannotdeploy their complete effect. However, the linkage between intended practices that are implemented by line managers andperceived practices that are received by employees was not researched extensively so far.Therefore this thesis investigates how this linkage can be improved in order to enhance thechance that the designed HR practices are received as desired among employees. It is the goalof this thesis to reveal possible factors that might improve the perception of employeesregarding HR practices. Thereby the focus is put on personal relationships pending betweenemployees, their supervisors and their employer. By reviewing the relevant literature it turnsout that the supervisor-subordinate relationship as well as the employer-employee relationshipcould be able to influence the linkage between actual and perceived HR practices. It showsthat it is likely that a supervisor-subordinate relationship that is characterized by loyalty,mutual trust and sympathy enhances the chance that HR practices are perceived as intendedamong all employees. Also a psychological contract, which defines the relationship betweenemployer and employees, should foster a stronger HR system when the relationship is basedon a long-term perspective that exceeds the absolutely necessary expectations and obligations." @default.
• W121636748 created "2016-06-24" @default.
• W121636748 creator A5051243843 @default.
• W121636748 date "2011-01-01" @default.
• W121636748 modified "2023-09-27" @default.
• W121636748 title "Perception is reality : what influences employee perception and how can it foster a strong HR system" @default.
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• W121636748 hasPublicationYear "2011" @default.
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