Influence Organsiation’s HRD Practices on Employee’s Work Identification

Masood ul Hassan

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PEER-REVIEWED

Comparative Study

| Published: February 15, 2017

Influence Organsiation’s HRD Practices on Employee’s Work Identification

Masood ul Hassan

Department of Education, Central university of Kashmir, India Google Scholar More about the auther

DIP: 18.01.094/20170402

DOI: 10.25215/0402.094

ABSTRACT

The study was intended to examine the effect of organization’s human resource development practices on employee’s perceived work identification of Engineers of Kashmir division. The sample consists of 120 Engineers whose age ranged from 24-58 years. Work identification was measured through a questionnaire developed by Shrivastava and Dolke (1978). Human resource development was measured through the questionnaires developed by Shah (2000). The data was analysed by the Multiple Regression method.

Keywords

Human Resource Development Practices, Work Identification

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This is an Open Access Research distributed under the terms of the Creative Commons Attribution License (www.creativecommons.org/licenses/by/2.0), which permits unrestricted use, distribution, and reproduction in any Medium, provided the original work is properly cited.

How to cite this article: Hassan M (2017), Influence Organsiation’s HRD Practices on Employee’s Work Identification, International Journal of Indian Psychology, Volume 4 (2) DOI: 10.25215/0402.076 ,DIP: 18.01.076/20170402