Letteratura scientifica selezionata sul tema "Pratiques de GRH par la haute performance"
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Articoli di riviste sul tema "Pratiques de GRH par la haute performance":
Merkouche, Wassila, Julie-Andrée Girard e Louis Belisle. "Rétention du personnel : le cas d’une organisation manufacturière témiscabitibienne qui tire son épingle du jeu". Ad machina, n. 6 (22 dicembre 2022): 87–117. http://dx.doi.org/10.1522/radm.no6.1506.
Lacoursière, Richard, Bruno Fabi, Josée St-Pierre e Michel Arcand. "Effets de certaines pratiques de GRH sur la performance de PME manufacturières : vérification de l’approche universaliste". Revue internationale P.M.E. 18, n. 2 (16 febbraio 2012): 43–73. http://dx.doi.org/10.7202/1008475ar.
Barrette, Jacques, e Jules Carrière. "La performance organisationnelle et la complémentarité des pratiques de gestion des ressources humaines". Articles 58, n. 3 (22 gennaio 2004): 427–53. http://dx.doi.org/10.7202/007494ar.
Barrette, Jacques, e Rachel Ouellette. "Gestion de la performance : impact sur la performance organisationnelle de l'intégration de la stratégie et de la cohérence des systèmes de GRH". Articles 55, n. 2 (12 aprile 2005): 207–26. http://dx.doi.org/10.7202/051306ar.
Baakir, Houssam, e Hanane Ellioua. "High performance HR practices, affective commitment, and innovative work behavior: An exploratory study on knowledge workers in software companies". Revue Management & Innovation N° 8, n. 2 (31 ottobre 2023): 52–71. http://dx.doi.org/10.3917/rmi.208.0052.
Monier, Hélène. "Le facteur émotionnel de l’activité : analyser les « angles morts » pour améliorer la QVCT. Bilan d’une recherche immersive en Police Judiciaire française". Gestion et management public Pub. anticipées, n. 5 (21 aprile 2050): 1c—21. http://dx.doi.org/10.3917/gmp.pr1.0009.
Abe Bitha, Maximilien Magloire, Éric Noel Anaba Ehongo e Gilles Célestin Etoundi Eloundou. "Échange supérieur/subordonné et performance au travail des agents publics dans les pays en développement : Cas du Cameroun". Revue Management & Innovation N° 8, n. 2 (31 ottobre 2023): 72–95. http://dx.doi.org/10.3917/rmi.208.0072.
Chênevert, Denis, Geneviève Jourdain e Marie-Claude Tremblay. "Les comportements de citoyenneté du personnel soignant : lorsque le sens et la confiance deviennent incontournables". Articles 68, n. 2 (11 giugno 2013): 210–38. http://dx.doi.org/10.7202/1016317ar.
Audouze, Françoise, e Claudine Karlin. "La chaîne opératoire a 70 ans : qu’en ont fait les préhistoriens français". Journal of Lithic Studies 4, n. 2 (15 settembre 2017): 5–73. http://dx.doi.org/10.2218/jls.v4i2.2539.
"Pratiques phytosanitaires en agriculture périurbaine et contamination des denrées par les pesticides : cas des maraîchers de Port-Bouët (Abidjan)". Journal of Animal & Plant Sciences, 31 luglio 2019, 6847–63. http://dx.doi.org/10.35759/janmplsci.v41-1.11.
Tesi sul tema "Pratiques de GRH par la haute performance":
Jumani, Imran Ahmad. "The effects of human resource management practiceson employee work-life interference and its outcomes". Electronic Thesis or Diss., Rennes 1, 2022. http://www.theses.fr/2022REN1G013.
This research examines the effects of High-Performance Human Resource Practices (HPHRP) and Family-Friendly Work Practices (FFWP) on work-life interferences, well-being, and intention to leave the job. In addition, we examine the moderating influence of support from managers, family, and friends. Our problem statement is: how do FFWP and HPHRP influence the work-life interference and its outcomes, i.e., the well-being of employees in the workplace and their intention to leave the job? The research was conducted in both public and private sector banks in Pakistan. Data collection (322 respondents; 82.6% male, 17.4% female) of bank employees working in Pakistan (employees, middle and top-level management) was gathered through an online questionnaire. The partial least square (PLS-SEM) approach is employed to assess the research model.The results show that the two HRM practices studied - HPHRP and FFWP - have a significant positive effect on work-life interference. FFWP is significantly associated with turnover intention, but not with employee well-being. In contrast, HPHRP is significantly associated with employee well-being, but not with turnover intention. Managers’ support and support from family and friends act as moderators. We also show that if the absence of FFWP does not affect male employees’ intention to leave the job (IJT), this absence significantly increase female employees’ IJT. These results help to understand which management practices can support sustainable performances for women