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Human resources management and job involvement: evidence from the non-profit sector in Palestine

机译：人力资源管理和工作参与：来自巴勒斯坦非营利部门的证据

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摘要

The purpose of this study is to examine the effect of human resources management practices on job involvement in a non-profit organisation in Palestine. Most of the previous studies that examined the HRM-job involvement relationship were conducted in the business setting and were investigated from a HR officers' points of view. This study examines this relationship from employees' perspective in the non-profit sector. The study employed descriptive and analytical methods to examine the topic of the study. The population of this study included all the employees working in a Palestinian non-profit 'Maan Development Center'. 400 questionnaires were distributed, and 267 questionnaires were returned and were usable for statistical purposes. Multiple regression results showed that of seven HRM practices, only five practices were significant and influenced job involvement (job analysis, recruitment, performance appraisal, career management and job security). Job security was found to be the most predicting factor of job involvement. The paper recommends non-profits managers and policymakers to invest in HRM practices as they promote positive employee's attitudes and higher job involvement. This study is the first of its type in the non-profit sector and contributes to the empirical body of HRM practices in general and non-profits research in particular.
机译：本研究的目的是审查人力资源管理实践对巴勒斯坦非营利组织的工作参与的影响。以前审查了HRM工作参与关系的大多数研究是在业务环境中进行，并从人力资源官员的观点调查。本研究探讨了非营利部门员工视角的这种关系。该研究采用了描述性和分析方法来检查研究的主题。本研究人口包括所有在巴勒斯坦非营利性“MAAN发展中心”工作的员工。分发了400份问卷，返回了267份问卷，可用于统计目的。多元回归结果表明，七项资源管理实践，只有五项实践是重大和影响的工作参与（工作分析，招聘，绩效评估，职业管理和工作保障）。找工作保障是最令人预测的工作参与因素。本文建议非营利组织管理人员和政策制定者在促进积极员工的态度和更高的工作中投资人力资源管理机构。本研究是其在非营利部门的第一个类型，并促进了一般和非营利性研究的经验主义者。

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