Human resources management policies and practices scale (HRMPPS): Exploratory and confirmatory factor analysis
Given the strategic relevance of Human Resources Management (HRM) in organizations and the lack of scientific instruments to measure employees' perceptions about policies and practices of HRM, this study aimed to validate the Human Resources Management Policies and Practices Scale (HRMPPS) thro...
| Autores: | , , , |
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| Tipo de recurso: | artículo |
| Estado: | Versión publicada |
| Fecha de publicación: | 2012 |
| País: | Brasil |
| Institución: | Associação Nacional de Pós-Graduação e Pesquisa em Administração (ANPAD) |
| Repositorio: | BAR - Brazilian Administration Review |
| Idioma: | inglés |
| OAI Identifier: | oai:ojs3.bar.anpad.org.br:article/190 |
| Acceso en línea: | https://bar.anpad.org.br/index.php/bar/article/view/190 |
| Access Level: | acceso abierto |
| Palabra clave: | human resources policies exploratory factor analysis confirmatory factor analysis structural equation modeling |
| Sumario: | Given the strategic relevance of Human Resources Management (HRM) in organizations and the lack of scientific instruments to measure employees' perceptions about policies and practices of HRM, this study aimed to validate the Human Resources Management Policies and Practices Scale (HRMPPS) through exploratory and confirmatory factor analysis using the maximum likelihood method. The study has a quantitative design, but also included qualitative analysis required for the development of a scale. Employees from various organizations composed a sample of 632 people. Scale reliability was assessed by Cronbach's alpha and Jöreskog's rho. A six-factor model was generated showing high-reliability and good fit. Construct validity was provided through convergent and discriminant analyses. The factors were consistent with the literature review and explained about 58% of the construct's total variance. This study contributes to the scientific production in the area of Human Resources Management since HRMPPS can be used not only in relational studies but also as an evaluation instrument by managers who wish to improve their employees' well-being as well as organizational outcomes. |
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