Abstract
This study evaluated the acceptance of six human resource (HR) management innovations by multiple constituencies in a large organization using questionnaire data. The programs studied included quality circles, flextime, flexible benefits, job posting, cash awards, and a fitness program. Significant differences in the acceptance of this company's HR innovations were found for the following background variables: program experience, hierarchical level, seniority, and organizational unit. Possible reasons for differences in constituencies' levels of acceptance and practical issues to be considered when implementing HR innovations are discussed.
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