HRMと組織文化  [in Japanese] 〈Articles〉HRM and Organizational Culture  [in Japanese]

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Abstract

【概要】本稿の目的は, HRMと組織文化との関係について検討を行うことである。まず組織文化の定義を明らかにしたうえで, 組織文化と組織成果との関係や組織文化のパラダイムについて検討を行う。次に, 組織文化を様々な組織概念のなかに位置付け, 特に組織文化を管理する一ツールとしてHRMを議論する。さらにHRMと組織文化の関係を扱った先行研究を紹介し, 詳細な議論を加える。【Abstract】The purpose of this paper is to study about the relationship between HRM and organizational culture. First, we bring out the definition of organizational culture and provide father insights into the relationship between organizational culture and organizational performance, and the paradigm of organizational culture. Second, we place the concept of organizational culture into various organizational concept and discuss HRM as a tool to control organizational culture. Additionally, after we introduce previous research relevant to the relationship between HRM and organizational culture, we dwell on it.

The purpose of this paper is to study about the relationship between HRM and organizational culture. First, we bring out the definition of organizational culture and provide father insights into the relationship between organizational culture and organizational performance, and the paradigm of organizational culture. Second, we place the concept of organizational culture into various organizational concept and discuss HRM as a tool to control organizational culture. Additionally, after we introduce previous research relevant to the relationship between HRM and organizational culture, we dwell on it.

Journal

  • The Journal of business administration and marketing strategy

    The Journal of business administration and marketing strategy 51(2), 319-337, 2004-12

    Kinki University

Keywords

Codes

  • NII Article ID (NAID)
    110004670628
  • NII NACSIS-CAT ID (NCID)
    AN10437975
  • Text Lang
    JPN
  • Article Type
    departmental bulletin paper
  • Journal Type
    大学紀要
  • ISSN
    04502825
  • NDL Article ID
    7248046
  • NDL Source Classification
    ZD11(経済--経済学)
  • NDL Call No.
    Z3-410
  • Data Source
    NDL  NII-ELS  IR 
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