ORGANIZATIONAL CHARACTERISTICS AS PREDICTORS OF PERSONNEL PRACTICES

Authors


  • Financial support for this project was generously provided by New York University's Center for Entrepreneurial Studies, The University of Michigan, and the Human Resource Planning Society, for which the authors are grateful. The third author's participation in this research was supported by the National Science Foundation.

and requests for reprints should be addressed to Susan E. Jackson, Department of Psychology, 6 Washington Place, New York University, New York, NY 10003.

Abstract

This study investigated the relationship between organizational context characteristics and personnel practices. The following organizational characteristics were hypothesized to influence personnel practices: industry sector, the pursuit of innovation as a competitive strategy, manufacturing technology, and organizational structure. In addition, organizational size and unionization were examined. Results based upon data obtained from 267 organizations provided support for the general hypothesis that personnel practices vary as a function of organizational characteristics. In addition to interorganizational differences in personnel practices, this study illustrates that large intraorganiza-tional differences exist with respect to the practices used for managerial and hourly employees. Implications and future research needs are described.

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