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THE ACCEPTANCE OF HUMAN RESOURCE INNOVATION BY MULTIPLE CONSTITUENCIES
Author(s) -
KOSSEK ELLEN ERNST
Publication year - 1989
Publication title -
personnel psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 6.076
H-Index - 142
eISSN - 1744-6570
pISSN - 0031-5826
DOI - 10.1111/j.1744-6570.1989.tb00657.x
Subject(s) - seniority , unit (ring theory) , human resource management , human resources , psychology , cash , quality (philosophy) , operations management , marketing , knowledge management , management , business , economics , engineering , finance , computer science , philosophy , mathematics education , epistemology , aerospace engineering
This study evaluated the acceptance of six human resource (HR) management innovations by multiple constituencies in a large organization using questionnaire data. The programs studied included quality circles, flextime, flexible benefits, job posting, cash awards, and a fitness program. Significant differences in the acceptance of this company's HR innovations were found for the following background variables: program experience, hierarchical level, seniority, and organizational unit. Possible reasons for differences in constituencies' levels of acceptance and practical issues to be considered when implementing HR innovations are discussed.