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International Journal of Human Resource Management
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3.15
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3394
Papers 3391
1 page of 340 pages (3,391 results)
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#1Huiping Xian (University of Sheffield)H-Index: 3
#2Carol Atkinson (MMU: Manchester Metropolitan University)H-Index: 12
Last.Yue Meng-Lewis (Coventry University)H-Index: 1
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Existing high performance work system (HPWS) research has rarely considered cultural influences. This study investigates the relationships between guanxi, HPWS and employee attitudes in China. A data-set consisting of 226 employees in a Chinese state-owned enterprise in the railway sector was used to test the hypotheses. Using structural equation modelling as an analytical tool, we found that guanxi was positively related to HPWS and trust. Similar to research in the Western context, HPWS was fo...
2 CitationsSource
The present research examines the relationships between progressive HRM practices and the organizational citizenship behaviors (OCB) of professional employees. Drawing on recent HRM literature, our research model includes a perceived organizational support (POS)-commitment mediation hypothesis. Taking into account previous studies on professional employees, a job satisfaction-commitment pathway is also integrated. We tested both mediational pathways as part of a single structural equation model ...
3 CitationsSource
#1Klaske Veth (Hanze University of Applied Sciences)H-Index: 3
#2Hubert Korzilius (Radboud University Nijmegen)H-Index: 14
Last.Annet H. de Lange (HAN University of Applied Sciences)H-Index: 24
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AbstractBased on the social exchange theory and on ageing and life-span theories, this paper aims to examine: (1) the relationships between perceived availability and use of HRM practices, and empl...
5 CitationsSource
#1Aristides I. Ferreira (ISCTE-IUL: ISCTE – University Institute of Lisbon)H-Index: 12
#2Merce Mach (University of Barcelona)H-Index: 2
Last.Antonina Lisovskaya (SPbU: Saint Petersburg State University)H-Index: 1
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AbstractA climate of presenteeism has important effects on employee well-being and the organization itself. Our study, based on surveys of health sector employees in six different countries (Brazil...
1 CitationsSource
#1Melissa Intindola (WMU: Western Michigan University)H-Index: 3
#2Gabriella Lewis (NMSU: New Mexico State University)H-Index: 1
Last.Sean Edmund Rogers (Cornell University)H-Index: 4
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AbstractLittle is known about the efficacy of many of the newer forms of online recruitment. Using a quasi-experimental design, we tested the impact of individual exposure to corporate recruitment ...
2 CitationsSource
AbstractEmpirical research on firms organized as partnerships is scarce, especially regarding the careers of their senior leaders, the partners. In the context of career theory, this study analyzes...
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#1Karin Sanders (UNSW: University of New South Wales)H-Index: 28
#2Huadong Yang (University of Liverpool)H-Index: 12
Last.Xiaobei Li (SKKU: Sungkyunkwan University)H-Index: 4
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AbstractHR attributions relate to employees’ beliefs about why HR practices are implemented in their organization. Although research shows that HR attributions influence employees’ attitudes, behav...
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#1Pauline AndersonH-Index: 3
#2Angela O'Hagan (GCU: Glasgow Caledonian University)H-Index: 2
Last.Emily Thomson (GCU: Glasgow Caledonian University)H-Index: 4
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This article highlights that organisations mask a 'gendered substructure' and a 'positional substructure', and reinforces the importance of (re)incorporating the effects of positional processes as an analytical concern in current analysis of occupational segregation. Drawing on the concept of 'inequality regimes', we use the case of 'non-academic' workers in Scottish higher education institutions as the context in which to explore how gendered and positional processes may be perpetuating occupat...
#1Luke Fletcher (Aston University)H-Index: 5
#2Catherine Bailey ('KCL': King's College London)H-Index: 7
Last.Adrian Madden (University of Greenwich)H-Index: 5
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#1Maike AndresenH-Index: 11
#2Marshall Pattie (JMU: James Madison University)H-Index: 10
Last.Thomas Hippler (University of Essex)H-Index: 8
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AbstractPersonal initiative is an important behavior relevant to future workplaces that will require significant self-reliance. In research on self-initiated expatriates (SIE), it is assumed that t...
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