Strategic Human Resources Management in Nonprofit Organizations Academic Article

abstract

• This study explores the prevalence of strategic human resources management (HRM) practices in nonprofit organizations as well as the organizational and contextual determinants. Based on survey data collected from 229 charitable nonprofit organizations, we find that organizations that are larger in size, technologically savvy, and dependent on the work of independent contractors all appear to be more likely to implement strategic HRM practices. Local affiliates of national organizations are more likely to implement strategic HRM practices. In addition, younger organizations, educational organizations, and organizations that do not have dedicated HR staff are also more likely to implement strategic HRM practices. Although dependence on volunteer labor has no significant effect on the outcome, further analysis indicates that volunteer-dependent organizations differ from others in several aspects of strategic HRM.

authors

• Brown, William

published proceedings

• REVIEW OF PUBLIC PERSONNEL ADMINISTRATION

altmetric score

• 2.1

author list (cited authors)

• Guo, C., Brown, W. A., Ashcraft, R. F., Yoshioka, C. F., & Dong, H.

citation count

• 65

complete list of authors

• Guo, Chao||Brown, William A||Ashcraft, Robert F||Yoshioka, Carlton F||Dong, Hsiang-Kai Dennis

publication date

• September 2011

publisher

• SAGE Publications  Publisher

published in

• Review of Public Personnel Administration  Journal

keywords

• Charitable Organizations
• Nonprofit Organizations
• Strategic Human Resources Management

Digital Object Identifier (DOI)

• 10.1177/0734371X11402878

start page

• 248

end page

• 269

volume

• 31

issue

• 3

URL

• http://dx.doi.org/10.1177/0734371x11402878