{"data":{"id":"10.6084/m9.figshare.5645005","type":"dois","attributes":{"doi":"10.6084/m9.figshare.5645005","prefix":"10.6084","suffix":"m9.figshare.5645005","identifiers":[],"alternateIdentifiers":[],"creators":[{"name":"OMAR, ALICIA","givenName":"ALICIA","familyName":"OMAR","affiliation":[],"nameIdentifiers":[]},{"name":"SALESSI, SOLANA","givenName":"SOLANA","familyName":"SALESSI","affiliation":[],"nameIdentifiers":[]},{"name":"URTEAGA, FLORENCIA","givenName":"FLORENCIA","familyName":"URTEAGA","affiliation":[],"nameIdentifiers":[]}],"titles":[{"title":"IMPACT OF MANAGEMENT PRACTICES ON JOB SATISFACTION"}],"publisher":"SciELO journals","container":{},"publicationYear":2017,"subjects":[{"subject":"150399 Business and Management not elsewhere classified","schemeUri":"http://www.abs.gov.au/ausstats/abs@.nsf/0/6BB427AB9696C225CA2574180004463E","subjectScheme":"FOR"},{"subject":"FOS: Economics and business","schemeUri":"http://www.oecd.org/science/inno/38235147.pdf","subjectScheme":"Fields of Science and Technology (FOS)"}],"contributors":[],"dates":[{"date":"2017-11-29","dateType":"Created"},{"date":"2022-06-08","dateType":"Updated"},{"date":"2017","dateType":"Issued"}],"language":null,"types":{"ris":"DATA","bibtex":"misc","citeproc":"dataset","schemaOrg":"Dataset","resourceType":"Dataset","resourceTypeGeneral":"Dataset"},"relatedIdentifiers":[{"relationType":"IsSupplementTo","relatedIdentifier":"10.1590/1678-69712017/administracao.v18n5p92-115","relatedIdentifierType":"DOI"}],"relatedItems":[],"sizes":["428437 Bytes"],"formats":[],"version":null,"rightsList":[{"rights":"Creative Commons Attribution 4.0 International","rightsUri":"https://creativecommons.org/licenses/by/4.0/legalcode","schemeUri":"https://spdx.org/licenses/","rightsIdentifier":"cc-by-4.0","rightsIdentifierScheme":"SPDX"}],"descriptions":[{"description":"ABSTRACT Purpose: 1. to evaluate the effect of five human resource management practices (HRMP) oriented towards results, employees, rigid systems, permanent recruitment of new markets, and open systems on job satis faction of employees; 2. to analyze whether perceptions of organizational justice act as mediators in such relationships. Originality/value: clarifying the mechanisms through which HRMP influence desirable organizational outcomes, such as job satisfaction. Design/methodology/approach: a quantitative and transversal study, framed within the guidelines of the associative-explanatory strategy, was carried out. A theoretical model was proposed and tested through structural equations, with confirmatory modeling strategy. The empirical verification was performed with a sample of 557 Argentine employees, who completed the scales of HRMP (25 items); Generic Work Satisfaction (7 items), and Organizational Justice (20 items). Findings: the HRMP that generate the greatest satisfaction among workers are those oriented to employees, and to open systems. Perceptions of justice partially mediate the relationships between HRMP and worker satisfaction.","descriptionType":"Abstract"}],"geoLocations":[],"fundingReferences":[],"xml":"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","url":"https://scielo.figshare.com/articles/dataset/IMPACT_OF_MANAGEMENT_PRACTICES_ON_JOB_SATISFACTION/5645005","contentUrl":null,"metadataVersion":2,"schemaVersion":"http://datacite.org/schema/kernel-4","source":"mds","isActive":true,"state":"findable","reason":null,"viewCount":0,"viewsOverTime":[],"downloadCount":0,"downloadsOverTime":[],"referenceCount":1,"citationCount":0,"citationsOverTime":[],"partCount":0,"partOfCount":0,"versionCount":0,"versionOfCount":0,"created":"2017-11-29T12:36:14.000Z","registered":"2017-11-29T12:36:14.000Z","published":"2017","updated":"2022-06-08T10:51:08.000Z"},"relationships":{"client":{"data":{"id":"figshare.ars","type":"clients"}},"provider":{"data":{"id":"otjm","type":"providers"}},"media":{"data":{"id":"10.6084/m9.figshare.5645005","type":"media"}},"refer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