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International Journal of Human Resource Management
IF
3.15
Papers
3354
Papers 3315
1 page of 332 pages (3,315 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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AbstractExisting 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, HPW...
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 ...
#1Klaske Veth (Hanze University of Applied Sciences)H-Index: 2
#2H.P.L.M. Korzilius (Radboud University Nijmegen)H-Index: 16
Last.Annet H. de Lange (HAN University of Applied Sciences)H-Index: 26
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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 employee outcomes (i.e. work engagement and employability); and (2) how employee age moderates these relationships. Using a sample of Nmaximum = 1589 employees, correlational analyses and multiple hierarchical regression analyses were conducted. First, confirming our hypotheses, results showed predominantl...
#1Aristides I. Ferreira (ISCTE-IUL: ISCTE – University Institute of Lisbon)H-Index: 11
#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, Ecuador, Lebanon, Portugal, Russia and Spain) examines whether organizational justice plays a mediating role in the relationship between a presenteeism climate in the organization and work–family conflict (WFC). Our results indicate that the perception of organizational justice and the presenteeism c...
#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 websites and Facebook on perceptions of organizational familiarity and organizational image over time. Most interestingly, we found evidence of a curvilinear or non-linear relationship between frequency of exposure to organizational communications and perceptions of organizational familiarity across ti...
#1Lisa ThomasH-Index: 3
#2Véronique Ambrosini (Monash University)H-Index: 22
Last.Paul Hughes (DMU: De Montfort University)H-Index: 11
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AbstractIn this paper we contribute to the strategy and OCB literature by empirically exploring how middle managers as strategic actors in product-market strategy making are enabled or constrained in the strategy process. We explore the role of organizationally targeted organizational citizenship behaviour (OCBO) as a conduit for strategy effectiveness. This is a departure from most OCB studies which concentrate on organizational effectiveness. We assess the mediating role of social and extrinsi...
#1Anna Christina Bos-Nehles (UT: University of Twente)H-Index: 5
#2Andre Veenendaal (UT: University of Twente)H-Index: 2
AbstractThe purposes of this paper are to explore the effect that perceived HR practices have on the innovative work behavior (IWB) of individual workers and to examine the role that an innovative climate plays in this relationship. We hypothesize that employees will show greater IWB if they perceive the organizational climate to support innovation and perceive the presence of HR practices related to a compensation system, training and development, information sharing, and supportive supervision...
#1Leanne McCormick (Monash University)H-Index: 1
#2Ross Donohue (Monash University)H-Index: 9
AbstractWe investigated a number of established and emergent antecedents of affective and normative commitment of volunteers involved with a large Australian non-profit (NP) service delivery organisation. Self-report survey data were gathered from 921 volunteers. Using multiple regression analysis, we found affective commitment was positively predicted by role scope, personal importance, organisational support, esteem-based need satisfaction and value-based need satisfaction and negatively predi...
AbstractExtant research on diversity management (DM) has primarily examined the main effects of diversity management practices (DMP) on outcomes from an organizational perspective. Meta-analysis in this field corroborates the conclusion that this approach is unable to account for the outcomes of DM effectively. The current study extends the literature by examining micro-level antecedents of DMP. This study also examines the mediating influences of perception of overall justice (POJ) and social e...
#1Jing Qian (BNU: Beijing Normal University)H-Index: 5
#2Fu Yang (SWUFE: Southwestern University of Finance and Economics)H-Index: 3
Last.Baihe Song (BNU: Beijing Normal University)H-Index: 2
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AbstractGiven that ostracism is a common occurrence in the workplace, scholars and practitioners alike have identified its range of negative effects. This study aims to examine the association between workplace ostracism and burnout level as well as the moderating effects of job self-determination and employees’ future time orientation, using a survey questionnaire. This was completed by a total of 248 employees from a hotel group. We hypothesized that: (a) workplace ostracism was positively ass...
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