4. Results And ConclusionAccording

4. Results And Conclusion
According to results of the research which was implemented in 58 firms, we
can search the variables which influences HR policies in three groups. In first group
there variables which has means between 3.51 and 5.00. These are: actions of corporate
headquarters (4.24), size of the organization (4.22), organizational strategy/objectives
(4.06), legislation/regulation (4.00), priorities of top management
(3.93), organizational mission/purpose (3,93), structure of the organization (3.91),
industry/sector characteristics (3,53), and changes in the national economy (3.51). In
second group there are eleven variables which have average and low influences on
human resources policies and which have means between 2.51 and 3.49. These are:
priorities of line managers (3.18), actions of competitors (3.17), changes in technology
(3.13), history/traditions/past practice (3.12), impact of education and training in
HRM (2.89), changes in the international economy (2.82), impact of an overall
HRM strategy (2.82), HRM staff’s experiences in other organizations (2.65), national
culture/traditions (2.62), issues of power and politics (2.51), and impact of
HRM theory, research and writings (2.51). In third group there two variables which
have means between 0 and 2.5 and which have very low or no influences on HRM
policies. These are: impact of professional organizations (2.36) and actions of unions
(1.56).

ผลลัพธ์ (ไทย) 1:

* หมายถึงความแตกต่างมีนัยสำคัญที่ระดับ.05 แต่ละกลุ่มที่สามจะแตกต่างกันอื่น ๆ ที่ระดับนัยสำคัญ.05

ผลลัพธ์ (ไทย) 2:

* ความแตกต่างอย่างมีนัยสำคัญเฉลี่ยที่ระดับ 0.05 แต่ละสามกลุ่มมีความแตกต่างจากแต่ละ
อื่น ๆ ที่ 05 ระดับนัยสำคัญ