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Predictors of Humanistic Sustainability HRM Practices 6

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Contributor(s): DLSU Business & economic Review.27:2 (January 2018). pp. 130-146 5 6 [] |

Language: Unknown language code Summary language: Unknown language code Original language: Unknown language code Series: ; 46Edition: Description: Content type: text Media type: unmediated Carrier type: volumeISBN: ISSN: 2Other title: 6 []Uniform titles: | | Related works: 1 40 Ana Liza Asis-Castro and Divina M. Edralin 6 []Subject(s): -- 2 -- 0 -- -- | -- 2 -- 0 -- 6 -- | 2 0 -- | -- -- 20 -- | | -- -- HUMANISTIC MANAGEMENT ;HUMAN RESOURCE MANAGEMENT -- SUSTAINABILITY;HUMAN DIGNITY -- -- | -- -- -- 20 -- --Genre/Form: -- 2 -- Additional physical formats: DDC classification: | LOC classification: | | 2Other classification:

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Abstract: We determined and compared the degree of implementation of humanistic sustainability human resource management (HRM) practices. We analyzed which among the firm demographics, such as the number of years of operation, size, and type of ownership, is its significant predictor. Based on the Motivations of Humanistic Sustain Ability framework where the HRM practices were rooted, we used the descriptive, correlational, and causal research designs to analyze the 137 samples responses of various companies who participated in the survey. Our results showed that Philippine companies were moderately implementing humanistic sustainability HRM practices. It also indicated that those that were registered as corporations and large in size were implementing humanistic sustainability HRM practices to a greater degree. Our findings also revealed that the humanistic sustainability HRM practices were significantly correlated with company demographics such as size and type of ownership. Finally, our regression analysis indicated that the significant predictor of humanistic sustainability HRM practices was the size of the firm followed by the number of years of their operation. 56

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