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Management and Organization: Various Approaches

Edited By Yasin Cakirel

The volume provides a collection of research papers in the area of management and organization on a wide range of topics including job alienation, whistleblowing, responsible leadership, cyberloafing, job crafting, organizational trust and career satisfaction.

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Human Resources Development Climate: Characteristics and Related Employee Behaviors



1 Introduction

Human Resources Development (HRD) practices in organizations focus on developing performance by enhancing the links between knowledge and performance. HRD practices allow for behavioral changes in individuals, and such changes affect primarily individual performance and consequently organizational performance. In today’s environment of rapid development and change, establishments need to develop their human resources to reach their goals, achieve competitive advantage, and ensure sustainability. The success of efforts related to HRD depends on creating an appropriate climate within the organization. HRD climate is an interesting subject since it allows efforts related to development to be successful, and it is related with many employee behaviors valued by today’s organizations. This chapter explains the theoretical background and characteristics of HRD climate as well as discusses related employee behaviors.

2 Theoretical Background of Human Resources Development Climate

In order to accurately identify and guide behaviors of individuals, it is necessary to investigate circumstances related to the environment where these behaviors take place. This perspective has provided the foundation for the development of the concept of climate in the relevant literature and has been often discussed within the context of explaining and shaping employee behaviors (Soudek, 1983). Schneider and Reichers (1983) suggest that organizational climate involves common perceptions shared by members of the organization regarding organizational practices, policies, and processes. According to Moran and Volkwein (1992), organizational climate is a concept that involves relatively permanent characteristics that distinguish the organization from others as well ←25...

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