Searle, Rosalind
(2010).
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Abstract
Trust is vital for the long term survival and success of organization (Barney & Hansen, 1994). Human Resource Management (HRM) policies and practices are suggested to be among the most influential for trust development within organizations (Searle & Skinner, In Press). Employees and potential recruits form a significant group of stakeholders and their experiences and perceptions of the organization are directly affected by the strategies, or lack of them, that an organization puts in place and the ways in which they are operationalised. This double symposium brings together scholars from different perspectives and disciplines, to discuss how HR is a unique context creating a crucible in which tacit assumptions of trust are crystallised. In this symposium distinct aspects of HR cycle for entry to exit are our focus through both conceptual and empirical findings from public and private sector contexts.
| Item Type: | Conference Item |
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| Copyright Holders: | 2010 BAM |
| Extra Information: | Conference symposium |
| Academic Unit/Department: | Faculty of Arts and Social Sciences (FASS) > Psychology Faculty of Arts and Social Sciences (FASS) |
| Item ID: | 29961 |
| Depositing User: | Rosalind Searle |
| Date Deposited: | 23 Jan 2012 11:28 |
| Last Modified: | 02 Aug 2016 14:06 |
| URI: | http://oro.open.ac.uk/id/eprint/29961 |
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