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High performance work systems and organization attraction

Published on Aug 1, 2016in Employee Relations1.50
· DOI :10.1108/ER-08-2015-0165
Hwanwoo Lee1
Estimated H-index: 1
(China Europe International Business School),
Steve Werner26
Estimated H-index: 26
,
Tae-Yeol Kim1
Estimated H-index: 1
Cite
Abstract
Purpose – The purpose of this paper is to test the effect of human resource systems on organization attraction. Furthermore, the authors theorize and test how the vocational interests of prospective employees can serve as boundary conditions that affect the relationship between high-performance work systems (HPWS) and organization attraction. Design/methodology/approach – To achieve these ends, this study conducts a scenario-based experiment with prospective employees to examine the effects of HPWS and vocational interests on organization attraction. Findings – The authors demonstrated that HPWS is an important feature for organization attraction. Despite the generally positive linkage between HPWS and organization attraction, the most important implication of the findings is that job applicants also have an important role in responding to the features being used by a firm to attract applicants through HPWS. For example, potential job applicants with higher (rather than lower) social vocational interests ...
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  • Citations (1)
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References85
Newest
Published on Aug 3, 2015in Employee Relations1.50
Mansoor Ahmad2
Estimated H-index: 2
(CUI: COMSATS Institute of Information Technology),
Matthew M. C. Allen10
Estimated H-index: 10
(University of Manchester)
Purpose – Despite a growing literature on human resource management (HRM) in emerging economies, evidence from Pakistan is limited. There is scant information on both the human resource (HR) practices that indigenous workplaces adopt and their associations with HR-related outcomes. The purpose of this paper is to fill that gap by examining whether universalistic assumptions about the applicability of “high-performance” HR practices are valid in Pakistan, a country with religious values and organ...
Published on May 1, 2015in Journal of Business Research4.03
Björn Michaelis5
Estimated H-index: 5
(Goethe University Frankfurt),
Joachim D. Wagner1
Estimated H-index: 1
(University of Cambridge),
Lars Schweizer9
Estimated H-index: 9
(Goethe University Frankfurt)
Drawing on the knowledge-based view of the firm, we develop and test a theoretical model linking high-performance work systems (HPWS) and workforce productivity via employee exchange and combination of knowledge. A test of our model in a sample of junior enterprises in Germany supports the proposal that knowledge exchange and combination plays a mediating role. However, knowledge-management effectiveness interacts. That is, knowledge exchange and combination mediates the relationship between HPW...
Published on Jul 29, 2014in Employee Relations1.50
Georgios N. Theriou6
Estimated H-index: 6
,
Prodromos D. Chatzoglou17
Estimated H-index: 17
Purpose – The purpose of this paper is to empirically examine the relationships between best human resource management (HRM) practices, knowledge management (KM), organization learning and organizational capabilities (OC), as well as their impact on organizational performance. Design/methodology/approach – To carry out this research, a structured questionnaire was designed and distributed to 212 manufacturing firms which employ at least 50 employees. The final sample consists of 138 useable ques...
Published on May 1, 2014in Human Resource Management2.93
Matthias Baum23
Estimated H-index: 23
(TUK: Kaiserslautern University of Technology),
Rüdiger Kabst22
Estimated H-index: 22
(University of Paderborn)
This study compares the effect of printed recruitment advertisements and recruitment websites on applicant attraction and shows how these recruitment activities interact with one another. Our results indicate that websites have a significantly stronger impact on applicant attraction than printed advertisements. We show that websites and printed recruitment advertisements have an indirect effect on applicant attraction that is mediated by employer knowledge. Furthermore, printed advertisements su...
Published on Apr 1, 2014in Journal of Vocational Behavior3.39
Neeta Kantamneni7
Estimated H-index: 7
(NU: University of Nebraska–Lincoln)
Abstract This study examined whether the vocational interests of Asian Americans, Middle-Eastern Americans, and Native Americans, as measured by the 2005 Strong Interest Inventory (SII), followed Holland's (1997) calculus hypotheses for a RIASEC ordering. The structures of interests of these three racial/ethnic groups were examined for fit with two structural models: (1) a less-stringent model requiring a circular RIASEC ordering and (2) a more stringent model requiring equal distances between a...
Published on Feb 1, 2014in Journal of Career Assessment1.71
Patricia I. L. Almeida1
Estimated H-index: 1
(UCL: University College London),
Gorkan Ahmetoglu9
Estimated H-index: 9
(Goldsmiths, University of London),
Tomas Chamorro-Premuzic14
Estimated H-index: 14
(UCL: University College London)
The current study examines the relationship between individual differences in entrepreneurship and vocational interests in a sample of 565 adults. Specifically, it investigates associations between vocational interests (as assessed by Holland's realistic, investigative, artistic, social, enterprising, and conventional model), entrepreneurial potential (as assessed by measure of entrepreneurial ten- dencies and abilities (META)), and entrepreneurial activity, both within and outside organizations...
Published on Dec 1, 2013in Journal of Vocational Behavior3.39
Jason L. Huang14
Estimated H-index: 14
(WSU: Wayne State University),
Marina Pearce5
Estimated H-index: 5
(MSU: Michigan State University)
Abstract This research examined the effects of vocational interest levels and differentiation on annual income. Following the environmental perspective, we investigated whether relationships existed at the occupation level of analysis. Using data from 665 occupations in the U.S. obtained from U.S. Bureau of Labor Statistics and O*Net, we demonstrated that certain vocational interests – namely investigative, enterprising, and realistic interests – were most critical in predicting annual income fo...
Published on Nov 1, 2013in Human Resource Management Journal2.84
Brian D. Blume9
Estimated H-index: 9
(UM: University of Michigan),
Robert S. Rubin25
Estimated H-index: 25
(DePaul University),
Timothy T. Baldwin24
Estimated H-index: 24
(IU: Indiana University Bloomington)
Arguments related to forced distribution systems (FDS) are often dogmatic, but typically do not consider for whom such systems might be most and least appealing. We examine the relationships between participants’ individual differences (cognitive ability, collectivism and core self-evaluations) and their attraction to an organisation utilising an FDS. From a sample of 143 advanced undergraduate students, we found that individuals were more likely to be attracted to an organisation using FDS when...
Published on Oct 1, 2013in Academy of Management Journal7.19
Pankaj C. Patel31
Estimated H-index: 31
(BSU: Ball State University),
Jake G. Messersmith12
Estimated H-index: 12
(UNK: University of Nebraska at Kearney),
David P. Lepak32
Estimated H-index: 32
(RU: Rutgers University)
This study explores central questions related to the connections between a firm's human resources (HR) system and its ability to exhibit "organizational ambidexterity." We build from existing work on the behavioral view of ambidexterity to assess the extent to which the utilization of certain HR practices may be linked to a context marked by discipline, stretch, trust, and support. We further argue that these disparate practices may be combined into a single high-performance work system (HPWS), ...
Published on Jul 1, 2013in Journal of Management9.06
Richard A. Posthuma15
Estimated H-index: 15
(UTEP: University of Texas at El Paso),
Michael C. Campion4
Estimated H-index: 4
(USC: University of South Carolina)
+ 1 AuthorsMichael A. Campion52
Estimated H-index: 52
(Purdue University)
High Performance Work Systems are designed to enhance organizational performance by improving employee capability, commitment, and productivity. Yet there is very little consensus about the structure of these systems and the practices therein. The lack of structure may be inhibiting the growth of knowledge in this field and the degree to which organizations adopt these systems. To address these concerns we develop a comprehensive High Performance Work Practices (HPWPs) taxonomy. We analyzed 193 ...
Cited By1
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Published on May 1, 2019in Journal of Business Research4.03
Jeevan Jyoti9
Estimated H-index: 9
(JU: University of Jammu),
Asha Rani2
Estimated H-index: 2
(JU: University of Jammu)
Abstract The primary purpose of this study is to examine the role of burnout as a mediator between high performance work system (HPWS) and intention to leave (ITL). Further, the role of mentoring as a moderator between HPWS and burnout as well as between burnout and ITL has also been explored. All the middle level employees (2728) and departmental heads (132) of selected telecommunication organisations have been contacted. Data have been validated with exploratory factor analysis and confirmator...