.png){kind=icon}
返回
HRM devolution to middle managers: Dimension identification
.png){kind=icon}
OA
AI
DOI：10.1016/j.brq.2013.05.001.png)
.png){kind=icon}
.png){kind=icon}
分享.png){kind=icon}
收藏
摘要
En 中文
The phenomenon of devolution, or transfer of human resource management (HRM) responsibilities to middle managers (MM) has mainly been studied and measured as a homogeneous and unidimensional phenomenon. However, the variations found in the literature suggest that this key HR concept may be of a heterogeneous and multidimensional nature. This inductive study explores whether devolution may be broken down into different dimensions, beyond the simple addition of transferred areas (selection, training, etc.). To do so, case studies are carried out in the hospital sector. The results identify the existence of four dimensions of HRM devolution to MM: task execution, decision making power, financial power and knowledge transfer. A number of propositions around these dimensions are presented. The recognition of the multidimensional nature of the concept and the different degrees of transfer, around which a set of propositions is presented, is intended to act as the basis for subsequently carrying out explanatory, predictive studies. (C) 2012 ACEDE. Published by Elsevier Espana, S.L. All rights reserved.
Keyword:
Devolution
Middle managers
HRM function
Case study
Dimensions
AI总结
对已上传原文的论文进行重点信息的提取，主要内容包括：简要概述、研究摘要、背景介绍、关键亮点、图文解析、展望与总结。
期刊
IF:
3.4
论文数:
295
被引数:
1.2K
机构
引用论文
THE LIMITS OF AUTONOMY - DEVOLUTION, LINE MANAGERS AND INDUSTRIAL-RELATIONS IN PRIVATIZED COMPANIES
PREAI
分享收藏The defect nature of photoluminescence from a porous silicon nanowire array多孔硅纳米线阵列光致发光的缺陷性质.png)
RSC Advances
RSC AdvancesIF0
PREAI
分享收藏分享收藏
查看更多内容