The Impact of Different HRM Regimes on Labour Productivity: National Results and a Regional Perspective
AbstractThis paper uses AWIRS 95 and IRWIRS 96-7 data to test whether workplaces which used ‘soft’ versus ‘hard’ Human Resource Management (HRM) policies and practices experienced significant differences in labour productivity improvements. Generally, the results support the proposition that management attitudes, policies and practices which aim to develop workforce skills, commitment and motivation were positively associated with improvements in labour productivity. Very few ‘hard’ practices other than performance pay had the same effect. EEO/AA and maternity leave policies were strongly correlated with improved productivity.
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Bibliographic InfoPaper provided by School of Economics, University of Wollongong, NSW, Australia in its series Economics Working Papers with number wp02-17.
Length: 25 pages
Date of creation: 2002
Date of revision:
Contact details of provider:
Postal: School of Economics, University of Wollongong, Northfields Avenue, Wollongong NSW 2522 Australia
Phone: +612 4221-3659
Fax: +612 4221-3725
Web page: http://business.uow.edu.au/econ/index.html
More information through EDIRC
human resource management policies; labour productivity;
This paper has been announced in the following NEP Reports:
- NEP-ALL-2002-12-17 (All new papers)
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