WORK VALUES and THEIR ROLE in human resource management
The book in the National register of published books…
Issuers data:
Author: Petar Krasimirov Petrov
Title: Work values and their role in human resource management
Language of publication: English
Subject: Management
Genre: Nonfiction
Order of publication: First
Publisher: (code 92924) Eudaimonia Production Ltd.
Release date: October. 2021
E-book format (pdf, ePub, mobi, etc.): PDF
E-book site (platform): http://eudaimonia-production.com
ISBN 978-619-7209-41-9
Contents:
Modern concepts of human resource management view people as the main competitive advantage of an organization. Smith and Kelly (1997: p. 200) state that “future economic and strategic advantage will rest with the organizations that can most effectively attract, develop and retain a diverse group of the best and the brightest human talent in the market place”. This requires the implementation of a set of human resource management activities to support the achievement of the organization’s goals not only at the operational but also at the strategic level.
However, the success of any HR practice carries an element of uncertainty. Its implementation depends on factors such as the compliance of the practice with the goals and specifics of the organization, the professional implementation of its inherent tasks, the resources allocated for the implementation of the practice, the management support, the way employees perceive the practice. While these factors can be controlled by the organization, employee attitudes are much more difficult to manage. Therefore, it is necessary to thoroughly study them in order to understand the mechanics of their design and their impact on staff behaviour.
One element in the behavioural process of individuals are values that influence both attitudes and choice of behaviour. The values are subject to the study of numerous sciences – psychology, sociology, anthropology, etc. In the field of human resources management, specific interest pose the work values and their influence on person-organization fit, acceptance of organizational changes, adoption of organizational culture, attitudes towards the work process, relationships with colleagues, attitudes towards human resources management activities in the organization.
The emphasis of the present study is placed on the following relation: “work values – attitudes towards HRM activities”. The study of its nature and mechanism of manifestation can serve to profile employees according to their work values, improve the process of planning and implementation of HRM activities, as well as developing an internal communication strategy for managing relationships with employees.
The dynamic development of the aviation sector, its competitive environment and the high requirements to the personnel determine the active application of modern practices in human resources management. In recent years, airports in Bulgaria have been leased for concession, which has attracted large investors in this industry. Along with them, restructurings and other significant changes were made in the airport operators. This put even more emphasis on employees – and the way they perceive changes and new practices in human resource management.
LIST OF TABLES 8
LIST OF FIGURES 9
INTRODUCTION 11
ACKNOWLEDGEMENTS 19
CHAPTER 1 THE NATURE OF WORK VALUES 20
1.1 Nature and Significance of Values 20
1.2 The General and the Specific in the Categories “Values” and “Attitudes” 27
1.3 Mechanisms of Values’ Influence on Behaviour 31
CHAPTER 2 CLASSIFICATIONS OF WORK VALUES 36
2.1 Approaches to Classifying Values 36
2.2 Macro-Level of Classification of Values 37
2.3 Mezzo-Level of Classification of Values 39
2.4 Micro-Level of Classification of Values 39
CHAPTER 3 MODELS OF WORK VALUES AND RESEARCH ACCENTS 48
3.1 Work Values Specifics 48
3.2 Modelling Work Values 50
3.3 Typology of Research on Work Values 55
CHAPTER 4 THE RELATION BETWEEN WORK VALUES AND HRM ACTIVITIES 61
4.1 Human Resources Management Functions and Activities 61
4.2 Theoretical Model of the Relation “Work Values – Attitudes towards Human Resources Management Activities” 70
CHAPTER 5 WORK VALUES RESEARCH METHODS 73
5.1 Methods Used by Furnham (1984) 73
5.2 ALLBUS Baseline Study, Adapted by Ingwer Borg and Michael Braun (1996) 74
5.3 Mantech’s Works Values Questionnaire (Adapted by Furnham, K. V. Petrides, Ioannis Tsaousis, Konstantinos Pappas and Debi Garrod, 2005) 75
5.4 Manhardt Work Values Questionnaire (1974) 77
5.5 Super’s Work Values Inventory–Revised (SWVI-R) Carrie Robinson and Nancy Betz (2008) 78
5.6 Work Values Questionnaire (Elizur, 1994) 79
5.7 Other Instruments 80
CHAPTER 6 A MODEL FOR EMPIRICAL STUDY OF WORK VALUES IN HRM CONTEXT 84
6.1 Information Sources of the Research 84
6.2 Characteristics of the Selected Object of Study 86
6.3 Development of Research Instruments 98
6.3.1 Research Approach 98
6.3.2 Operationalization of the Theoretical Model of the Relation “Work Values – Attitudes towards Human Resources Management Activities” 100
6.3.3 Identification of the Key Human Resources Management Activities and Identification of the Situational Factors in the Object of Research 103
6.3.4 Data Collection Methods 105
6.4 Empirical Research Model 108
6.5 Statistical Data Processing 109
CHAPTER 7 ANALYSIS OF THE RESULTS OF THE EMPIRICAL STUDY OF WORK VALUES IN HRM CONTEXT 113
7.1 Respondents’ Profile 113
7.1.1 Characterization of the Respondents 113
7.1.2 Work Values Profile of the Employees 115
7.1.3 Attitudes towards Human Resource Management Activities 123
7.1.4 Assessment of the Organizational Changes 131
7.2 Testing and Interpretation of the Research Hypotheses 134
7.3 Modification of the Model of the Relation “Work Values – Attitudes towards Human Resources Management Activities” 141
7.4 Main Conclusions and Recommendations 144
CONCLUSION 150
REFERENCES 152
APPENDICE 168