Human resource (HR) professionals and employers perceive different practices as affecting organizational effectiveness. Consequently, the question is what are the components of these practices and why do they relate to organizational effectiveness. To achieve this goal, we employed the facet analytic approach and developed a faceted definition of organizational effectiveness comprising HR-related facets. Thus various facets were reviewed and incorporated into an overall faceted definition of the universe of organizational effectiveness. Future empirical research based on this faceted definition should be conducted with the objective of examining the extent to which it is tenable or alternatively, deciding upon the changes that should be introduced in order to make this definitional framework more accurate.
Quality & Quantity – Springer Journals
Published: Dec 24, 2008
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