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• W2770191489 abstract "Purpose: 1. to evaluate the effect of five human resource management practices (HRMP) oriented towards results, employees, rigid systems, permanent recruitment of new markets, and open systems on job satis faction of employees; 2. to analyze whether perceptions of organizational justice act as mediators in such relationships. Originality/value: clarifying the mechanisms through which HRMP influence desirable organizational outcomes, such as job satisfaction. Design/methodology/approach: a quantitative and transversal study, framed within the guidelines of the associative-explanatory strategy, was carried out. A theoretical model was proposed and tested through structural equations, with confirmatory modeling strategy. The empirical verification was performed with a sample of 557 Argentine employees, who completed the scales of HRMP (25 items); Generic Work Satisfaction (7 items), and Organizational Justice (20 items). Findings: the HRMP that generate the greatest satisfaction among workers are those oriented to employees, and to open systems. Perceptions of justice partially mediate the relationships between HRMP and worker satisfaction." @default.
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• W2770191489 date "2017-10-01" @default.
• W2770191489 modified "2023-10-04" @default.
• W2770191489 title "IMPACT OF MANAGEMENT PRACTICES ON JOB SATISFACTION" @default.
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• W2770191489 doi "https://doi.org/10.1590/1678-69712017/administracao.v18n5p92-115" @default.
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