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Creativity-oriented HRM and organizational creativity in China A complementary perspective of innovativeness
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Mediating role of organizational commitment in the relationship between human resource management practices and employee engagement: Does black box stage exist?
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HRM implementation by multiple HRM actors: a social exchange perspective
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High commitment human resource management practices and employee service behaviour: Trust in management as mediator
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The Role of Organizational Control Systems in Employees' Organizational Trust and Performance Outcomes
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Comparing Affective Commitment in the Public and Private Sectors: A Comprehensive Test of Multiple Mediation Effects
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High-commitment work systems and middle managers' innovative behavior in the Chinese context: The moderating role of work-life conflicts and work climate
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High commitment HRM and organizational and occupational turnover intentions: the role of organizational and occupational commitment
Amna Yousaf et al.
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SOCIAL EXCHANGE THEORY: A CRITICAL REVIEW WITH THEORETICAL REMEDIES
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Roles of Emerging HRM and Employee Commitment: Evidence from the Banking Industry of Bangladesh
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GLOBAL BUSINESS REVIEW (2017)
How and when service-oriented high-performance work systems foster employee service performance A test of mediating and moderating processes
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When health care workers perceive high-commitment HRM will they be motivated to continue working in health care? It may depend on their supervisor and intrinsic motivation
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INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT (2017)
The Impact of High-Commitment HR Practices on Hotel Employees' Proactive Customer Service Performance
Mengyuan Chen et al.
CORNELL HOSPITALITY QUARTERLY (2017)
The impact of socially responsible human resource management on employees' organizational citizenship behaviour: the mediating role of organizational identification
Alexander Newman et al.
INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT (2016)
Managers' motives for investing in HR practices and their implications for public service motivation A theoretical perspective
Julian Seymour Gould-Williams
INTERNATIONAL JOURNAL OF MANPOWER (2016)
High commitment HR practices, the employment relationship and job performance: A test of a mediation model
Felisa Latorre et al.
EUROPEAN MANAGEMENT JOURNAL (2016)
A new criterion for assessing discriminant validity in variance-based structural equation modeling
Jorg Henseler et al.
JOURNAL OF THE ACADEMY OF MARKETING SCIENCE (2015)
Affective Commitment as a Core Essence of Organizational Commitment: An Integrative Literature Review
Zachary A. Mercurio
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How High-Commitment HRM Relates to Engagement and Commitment: The Moderating Role of Task Proficiency
Corine Boon et al.
HUMAN RESOURCE MANAGEMENT (2014)
Mutuality in the management of human resources: assessing the quality of alignment in employment relationships
Peter Boxall
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Flexibility-Oriented HRM Systems, Absorptive Capacity, and Market Responsiveness and Firm Innovativeness
Song Chang et al.
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Harm of efficiency oriented HRM practices on stakeholders: an ethical issue for sustainability
Sugumar Mariappanadar
SOCIETY AND BUSINESS REVIEW (2012)
The relationship between high-commitment HRM and knowledge-sharing behavior and its mediators
Hsu-Hsin Chiang et al.
INTERNATIONAL JOURNAL OF MANPOWER (2011)
HIGH-COMMITMENT HR PRACTICES, EMPLOYEE EFFORT, AND FIRM PERFORMANCE: INVESTIGATING THE EFFECTS OF HR PRACTICES ACROSS EMPLOYEE GROUPS WITHIN PROFESSIONAL SERVICES FIRMS
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The influence of age on the associations between HR practices and both affective commitment and job satisfaction: A meta-analysis
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Employee Retention: Organisational and Personal Perspectives
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Different Fits Satisfy Different Needs: Linking Person-Environment Fit to Employee Commitment and Performance Using Self-Determination Theory
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Strategic HRM practices and their impact on company performance in Chinese enterprises
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An exploration of how the employee-organization relationship affects the linkage between perception of developmental human resource practices and employee outcomes
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Using social exchange theory to predict the effects of HRM practice on employee outcomes - An analysis of public sector workers
J Gould-Williams et al.
PUBLIC MANAGEMENT REVIEW (2005)
The influence of social and work exchange relationships on organizational citizenship behavior
P Cardona et al.
GROUP & ORGANIZATION MANAGEMENT (2004)
The effects of 'high commitment' HRM practices on employee attitude: The views of public sector workers
J Gould-Williams
PUBLIC ADMINISTRATION (2004)
Common method biases in behavioral research: A critical review of the literature and recommended remedies
PM Podsakoff et al.
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Trust as a mediator of the relationship between organizational justice and work outcomes: test of a social exchange model
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Do high commitment human resource practices affect employee commitment? A cross-level analysis using hierarchical linear modeling
EM Whitener
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Is job insecurity changing the psychological contract?
J Smithson et al.
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