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Anastasia A. Katou
University of Macedonia
EconomicsOrganizational performanceManagementHuman resource managementKnowledge management
40Publications
13H-index
880Citations
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Publications 42
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#1Anastasia A. Katou (UoM: University of Macedonia)H-Index: 13
#2Pawan S. Budhwar (Aston University)H-Index: 48
Last. Charmi Patel (University of Reading)H-Index: 4
view all 3 authors...
This study investigates the impact of pre-hiring (ex-ante) and after-hiring (ex-post) negotiation on organizational citizen behavior (OCB), through three serially connected relationships: (1) betwe...
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#1Anastasia A. Katou (Cardiff University)H-Index: 13
#2Pawan S. Budhwar (Aston University)H-Index: 48
Last. Mohinder Chand DhimanH-Index: 2
view all 3 authors...
1 CitationsSource
#1Anastasia A. Katou (Cardiff University)H-Index: 13
#2Pawan S. Budhwar (Aston University)H-Index: 48
Last. Charmi Patel (University of Reading)H-Index: 4
view all 3 authors...
Abstract By proposing an integrative multilevel framework, this paper analyzes the simultaneous impact of two internal micro-antecedents (i.e., leader’s social intelligence and employee’s work engagement) and one external macro-antecedent (i.e., dynamically changing environment) of organizational ambidexterity on two dimensions of organizational performance (i.e., creativity and productivity) through the simultaneous pursuance of organizational exploration and exploitation by firms. The analysis...
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#1Hoa Do (Ton Duc Thang University)H-Index: 3
#2Charmi Patel (University of Reading)H-Index: 4
Last. Manh Dao
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Abstract The Association of Southeast Asian Nations (ASEAN) has emerged as a dynamically developing market with remarkable economic achievements. However, HRM research in this bloc seems to lag behind Western countries. We conduct a systematic literature review to examine the development of HRM in ASEAN in accordance with its historical and institutional attributes and conditions. To do so, our analysis is mainly rooted in the relevant literatures on the core themes that are searched from a vari...
1 CitationsSource
#1Anastasia A. Katou (UoM: University of Macedonia)H-Index: 13
#2Eleni Katsouli (UoM: University of Macedonia)H-Index: 3
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#1Mohinder Chand Dhiman (Kurukshetra University)H-Index: 2
#2Anastasia A. Katou (UoM: University of Macedonia)H-Index: 13
Source
#1Rebecca HewettH-Index: 3
#2Karin SandersH-Index: 28
Last. Hertta VuorenmaaH-Index: 1
view all 12 authors...
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#1Anastasia A. Katou (UoM: University of Macedonia)H-Index: 13
Source
#1Charmi Patel (University of Reading)H-Index: 4
#2Pawan S. Budhwar (Aston University)H-Index: 48
Last. Anastasia A. Katou (UoM: University of Macedonia)H-Index: 13
view all 4 authors...
Past research on HR outsourcing (HRO) has offered conflicting views about its impact on HR's strategic position. This study highlights the processes by which decisions to outsource HR are made, followed by the processes implemented post such decisions and their effect on the HR function. Using a case study approach and semi-structured interviews (N = 35) within a German subsidiary of a US MNC, we provide a framework of HR processes seeking to achieve standardization in terms of harmonization of ...
2 CitationsSource
Purpose Drawing on the contingency perspective between business strategies and human resource (HR) practices, the purpose of this paper is to examine the effects of human resource management (HRM) system (which integrates both content and process of HR practices) on both proximal organisational outcomes (such as job satisfaction, motivation, and organisational commitment) and distal organisational outcomes (such as employee engagement, organisational citizen behaviour (OCB), co-operation among e...
6 CitationsSource
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