In recent years, there is a general consensus regarding the importance of Human Resource
Management (HRM) practices for the success or failure of organizations (Kehoe & Wright, 2013).
The contextual theory (Johns, 2006) argues that the contexts in which human activity take place–
nations, organizations, industries, and professions–are crucial, and have an impact on the nature of
that activity. In such cases, omnibus and discrete context can have an impact (Johns, 2006), and
workers might experience the same process differently in different contexts. Implementing HRM
best practices without taking into consideration various contexts (Jackson & Schuler, 1995), may
produce different and sometimes conflicting perspectives from those expected (Nishii, Lepak &
Schneider, 2008). Our objective is to determine if there are any differences in how employees
perceive HRM in public and private organizations, and to characterize the nature of those
differences if they exist.(undefined)info:eu-repo/semantics/publishedVersio
