Alignment of people with the organization: Influence of leadership styles and Human Resources Management practices on employees’ job stability, autonomy, satisfaction and commitment
DOI:
https://doi.org/10.51302/rtss.2010.5253Keywords:
leadership, human resources practices, job stability, autonomy, satisfaction at work, organizational commitmentAbstract
The report of a prestigious business school (Wharton, 2008), at the beginning of the current economic crisis, advanced a deep change in the rules of the game of business. Globalization has allowed access to resources and technology to almost any company in the world. Consequently, organizations are increasingly recognizing the strategic value of their members and consider their human resources as source of competitive advantage. Counting with employees self perceived as satisfied, committed, autonomous and having a stable job facilitates their alignment with the strategy thus increasing the competitiveness of the company. Identification of ways to encourage these psychological processes is a principal objective for most human resources departments. This study examines the effect of leadership styles and of human resources practices on job stability, job autonomy, satisfaction and commitment. The results allow to identify leadership styles and the most effective management practices. The obtained models provide a management framework for human resources departments, and orientations for managers’ performance.
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