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Current study investigates the influence of human resource management practices on employee attitudes and behaviors. The impact of job analysis, performance appraisal, compensation and selection practices on employee job performance, favorableness of job condition and turnover intentions have been analyzed. Moreover the moderating role of the credibility of HR department on the relationship between effectiveness of human resource practices and employee attitudes and behaviors has been investigated. According to the results of this study, selection practices have significant impact on all of the dependent variables; performance appraisal practices have significant impact on perceived job performance and favorableness of job condition. Finally, credibility of HR department moderates the relationship between performance appraisal practices and perceived job performance.
Current study investigates the influence of human resource management practices on employee attitudes and behaviors. The impact of job analysis, performance appraisal, compensation and selection practices on employee job performance, favorability of job condition and turnover intentions have been analyzed. Moreover the moderating role of the credibility of the HR department on the relationship between effectiveness of human resource practices and employee attitudes and behaviors has been investigated. According to the results of this study, selection practices have significant impact on all of the dependent variables; performance assessment practices have significant impact on perceived job performance and favorability of job condition. Finally, the credibility of HR department moderates the relationship between performance assessment practices and perceived job performance.
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