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Human Resource Management
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#1Berrin Erdogan (University of Exeter)H-Index: 25
#2Zahide Karakitapoğlu-Aygün (Bilkent University)H-Index: 8
Last. Lale Gumusluoglu (Bilkent University)H-Index: 6
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#1Chul Chung (University of Reading)H-Index: 3
#2Chris Brewster (University of Reading)H-Index: 54
Last. Ödül Bozkurt (University of Sussex)H-Index: 7
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#1Brian Harney (DCU: Dublin City University)H-Index: 7
#2Hadeel AlkhalafH-Index: 1
1 CitationsSource
#1Stephen WoodH-Index: 39
#2George MichaelidesH-Index: 7
Last. Chidiebere OgbonnayaH-Index: 7
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Actions such as work restructuring and wage and employment freezes taken by organizations in response to recessions are widely assumed to decrease employees’ job security and detrimentally affect perceptions of management’s trustworthiness. We assess whether these effects occur and if, in turn, they affect workplace absenteeism. Using data from Britain’s Workplace Employee Relations Survey 2011, we show that the effects on stress-based absence are limited and not as predicted, but the effects on...
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#1Chao MaH-Index: 2
#2Deshani B. Ganegoda (University of Melbourne)H-Index: 3
Last. Chunyan Dong (USYD: University of Sydney)
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#1Jonathan E. Booth (LSE: London School of Economics and Political Science)H-Index: 5
#2Amanda Shantz (Trinity College, Dublin)H-Index: 18
Last. Elizabeth E. Stillwell (UMN: University of Minnesota)
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Who responds most strongly to supervisor social undermining? Building on self-verification theory (Swann, 1983, 1987), we theorize that employees with positive views of the self (i.e. higher core self-evaluations (CSE)) who also maintain higher trust in workplace management are more likely to experience heightened stress and turnover intentions when undermined. We argue that this subset of employees (high CSE, high trust) are more likely to feel misunderstood when undermined by their supervisor ...
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#1Arvind Malhotra (UNC: University of North Carolina at Chapel Hill)H-Index: 28
#2Ann Majchrzak (SC: University of Southern California)H-Index: 37
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#1Zhigang Song (SJTU: Shanghai Jiao Tong University)
#2Qinxuan Gu (SJTU: Shanghai Jiao Tong University)
Last. Fang Lee (Monash University)H-Index: 30
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#1YingFei Héliot (University of Surrey)H-Index: 3
#2Ilka H. Gleibs (LSE: London School of Economics and Political Science)H-Index: 10
Last. Celine Rojon (Edin.: University of Edinburgh)H-Index: 6
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We conducted a systematic review of relevant literature to address how religious and occupational identities relate to each other in the workplace. We identified 53 relevant publications for analysis and synthesis. Studies addressed value differences associated with religion and occupation, identity tensions, unmet expectations, and the connection of religious identity to well-being and work outcomes. Key variables in the connection between religious and occupational identities included personal...
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#1Edoardo Ezio Della Torre (University of Bergamo)H-Index: 4
#2Meysam Salimi (University of Brescia)H-Index: 6
Last. Antonio Giangreco (Lille Catholic University)H-Index: 9
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collective performance-related pay; direct voice; individual performance-related pay; motivation crowding theory; organizational innovation; employee voice
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