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Employees’ Perceptions on Organisational Justice, Job Control and Job Demands: Do Ownership and Human Resource Management Practices Matter?
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Author(s): Liina-Kaisa Tynkkynen (University of Tampere, Finland), Timo Sinervo (National Institute for Health and Welfare (THL), Finland), Marko Elovainio (National Institute for Health and Welfare (THL), Finland), Juhani Lehto (University of Tampere, Finland), Anna-Maija Koivisto (University of Tampere, Finland), Anja Noro (National Institute for Health and Welfare (THL), Finland)and Harriet Finne-Soveri (National Institute for Health and Welfare (THL), Finland)
Copyright: 2012
Pages: 18
Source title:
Human Resources Management: Concepts, Methodologies, Tools, and Applications
Source Author(s)/Editor(s): Information Resources Management Association (USA)
DOI: 10.4018/978-1-4666-1601-1.ch049
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Abstract
The issue to be addressed in this study is whether ownership and HRM practices are associated with employees’ perceptions of organisational justice, job control and job demands. The study focuses on care personnel working in sheltered housing facilities for elderly people. Multi-level linear regression is applied to analyse the data. The results support the argument that an increased similarity between public, not-for-profit and for-profit organisations is emerging in HRM issues. HRM practices were found to associate with positive outcomes in organisational justice and job control. However, to be successful in the implementation of HRM, it is crucial that employees understand the justification for each procedure as well as find it a useful resource in terms of their own job.
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