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dc.contributor.authorIbrahim, Endah
dc.contributor.authorDickie, Carolyn
dc.date.accessioned2017-01-30T12:50:48Z
dc.date.available2017-01-30T12:50:48Z
dc.date.created2015-08-19T20:00:42Z
dc.date.issued2010
dc.identifier.citationIbrahim, E. and Dickie, C. 2010. A Conceptual Model of the Human Resource Climate Dimensions that Influence the Development of Workplace Relationships. Research and Practice in Human Resource Management. 18 (2): pp. 47-60.
dc.identifier.urihttp://hdl.handle.net/20.500.11937/25913
dc.description.abstract

Despite the ubiquity of the phenomenon of workplace friendships (WFs), the antecedents to the development of such relationships as manifested in an organisation’s human resource management (HRM) climate remain relatively unexplored. Indeed a great deal of investment has been made to evaluate perceptual and behavioural responses of job incumbents in work arrangements, but the notion of HRM climate dimensions providing the platform for the opportunity and development of WFs has yet to be entertained. This paper explores the concept of HRM climate dimensions which includes employee welfare, level of participation, job autonomy, interdepartmental and cross hierarchical integration, level of supervisory support, and sophistication of training programmes, as antecedents to the opportunity and prevalence of WFs. The conceptual model will facilitate HRM practitioners and theorists in the understanding of HRM climate dimensions as powerful determinants in the opportunity for and development of workplace friendships.

dc.publisherCurtin University
dc.titleA Conceptual Model of the Human Resource Climate Dimensions that Influence the Development of Workplace Relationships
dc.typeJournal Article
dcterms.source.volume18
dcterms.source.number2
dcterms.source.startPage47
dcterms.source.endPage60
dcterms.source.issn0218-5180
dcterms.source.titleResearch and Practice in Human Resource Management
curtin.departmentSchool of Management
curtin.accessStatusFulltext not available


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