Please use this identifier to cite or link to this item: http://hdl.handle.net/10553/42575
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dc.contributor.authorMelián-González, Santiagoen_US
dc.contributor.authorVerano-Tacorante, Domingoen_US
dc.contributor.otherVerano-Tacoronte, Domingo
dc.contributor.otherMelian-Gonzalez, Santiago
dc.contributor.otherMelian-Gonzalez, Santiago
dc.date.accessioned2018-11-21T10:11:21Z-
dc.date.available2018-11-21T10:11:21Z-
dc.date.issued2004en_US
dc.identifier.issn0958-5192en_US
dc.identifier.urihttp://hdl.handle.net/10553/42575-
dc.description.abstractIt is a known fact that the best practices approach proposes a series of HR practices that are beneficial to all companies. We, like other authors, believe that contingency factors exist that determine human resource management, and therefore do not agree with the universality of best practices. To be specific, we believe that these are used in companies, not in an exclusive manner, but rather with certain variations or in conjunction with other HR practices. The results of this work demonstrate that a set of companies does not use HR practices in the same way with all their employees, but rather that these vary in accordance with the value and uniqueness of the jobs to the companies in question.en_US
dc.languageengen_US
dc.publisher0958-5192
dc.relation.ispartofInternational Journal of Human Resource Managementen_US
dc.sourceInternational Journal of Human Resource Management[ISSN 0958-5192],v. 15, p. 56-75en_US
dc.subject531104 Organización de recursos humanosen_US
dc.subject.otherRecursos humanosen_US
dc.titleA new approach to the best practices debate: Are best practices applied to all employees in the same way?en_US
dc.typeinfo:eu-repo/semantics/articlees
dc.typeArticlees
dc.identifier.doi10.1080/098519032000157339en_US
dc.identifier.doiWOS:000187414000004-
dc.identifier.scopus10744227888-
dc.identifier.isi000187414000004-
dcterms.isPartOfInternational Journal Of Human Resource Management
dcterms.sourceInternational Journal Of Human Resource Management[ISSN 0958-5192],v. 15 (1), p. 56-75
dc.contributor.authorscopusid24280548000
dc.contributor.authorscopusid11339599500
dc.description.lastpage75-
dc.description.firstpage56-
dc.relation.volume15-
dc.investigacionCiencias Sociales y Jurídicasen_US
dc.type2Artículoen_US
dc.identifier.wosWOS:000187414000004
dc.contributor.daisngid2577393
dc.contributor.daisngid5023430
dc.identifier.investigatorRIDC-5185-2015
dc.identifier.investigatorRIDNo ID-
dc.identifier.investigatorRIDNo ID-
dc.identifier.ulpgces
dc.description.jcr0,531
dc.description.jcrqQ3
dc.description.ssciSSCI
dc.description.erihplusERIH PLUS
item.fulltextSin texto completo-
item.grantfulltextnone-
crisitem.author.deptGIR TIDES: Emprendimiento, Empresa Digital e Innovación-
crisitem.author.deptIU de Turismo y Desarrollo Económico Sostenible-
crisitem.author.deptDepartamento de Economía y Dirección de Empresas-
crisitem.author.deptGIR TIDES: Emprendimiento, Empresa Digital e Innovación-
crisitem.author.deptIU de Turismo y Desarrollo Económico Sostenible-
crisitem.author.deptDepartamento de Economía y Dirección de Empresas-
crisitem.author.orcid0000-0002-7662-3154-
crisitem.author.orcid0000-0001-7612-4147-
crisitem.author.parentorgIU de Turismo y Desarrollo Económico Sostenible-
crisitem.author.parentorgIU de Turismo y Desarrollo Económico Sostenible-
crisitem.author.fullNameMelián González, Santiago-
crisitem.author.fullNameVerano Tacoronte, Domingo Manuel-
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