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Employee Voice and Human Resource Management: An Empirical Analysis using British Data
13 references·3 citing·37 second hop
Employee Voice and Human Resource Management: An Empirical Analysis using British Data (2007)Employee Voice and Human Resource Managem…Union organization in Great Britain (2007)Union organization in Great B…Producing sustainable competitive advantage through the effective management of people (2005)Producing sustainable competi…The end of the affair? The decline in employers' propensity to unionize (2004)The end of the affair? The de…A Critical Assessment of the High‐Performance Paradigm (2004)A Critical Assessment of the …The HR Scorecard: Linking People, Strategy, and Performance (2001)The HR Scorecard: Linking Peo…Peering into the Black Hole: The Downside of the New Employment Relations in the UK (1999)Peering into the Black Hole: …High Commitment Management in the U.K.: Evidence from the Workplace Industrial Relations Survey, and Employers' Manpower and Skills Practices Survey (1998)High Commitment Management in…High commitment management and unionization in the UK (1996)High commitment management an…Developments in the Management of Human Resources (1988)Developments in the Managemen…What do unions do (1984)What do unions doCollective Bargaining and Industrial Relations (1982)Collective Bargaining and Ind…Exit, Voice, and Loyalty (1970)Exit, Voice, and LoyaltyThe System of Industrial Relations in Great Britain. (1955)The System of Industrial Rela…Workplace democracy and psychological capital: a paradigm shift in workplace (2018)Workplace democracy and psych…L'influence des institutions représentatives du personnel sur les pratiques de gestion des ressources humaines (2012)L'influence des institutions …Employee voice and private sector workplace outcomes in Britain, 1980-2004 (2009)Employee voice and private se…The machine that changed the world (1992)Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry (1995)THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE. (1995)The relationship between ‘high-performance work practices’ and employee attitudes: an investigation of additive and interaction effects (2007)HRM and Performance: Achievements, Methodological Issues and Prospects (2008)An Aspirational Framework for Strategic Human Resource Management (2014)Self-Perception Theory (1972)An Economic Approach to Influence Activities in Organizations (1988)Participation, Productivity, and the Firm's Environment (1990)The trusted general manager and business unit performance: empirical evidence of a competitive advantage (2000)How leaders influence organizational effectiveness (2008)Routines as a Source of Change in Organizational Schemata: The Role of Trial-and-Error Learning (2011)Latent Structure Analysis. (1969)How Common is Workplace Transformation and Who Adopts it? (1994)Best practice and best fit: chimera or cul‐de‐sac? (1999)‘High‐performance’ Management Practices, Working Hours and Work–Life Balance (2003)Perceived external prestige and internal respect: New insights into the organizational identification process (2006)Labor Contracts as Partial Gift Exchange (1982)The Sources and Consequences of Embeddedness for the Economic Performance of Organizations: The Network Effect (1996)Shadow Economies: Size, Causes, and Consequences (2000)Predicting Exit, Voice, Loyalty, and Neglect (1989)Why Do Some Occupations Pay More than Others? Social Closure and Earnings Inequality in the United States (2002)Unions, Norms, and the Rise in U.S. Wage Inequality (2011)Human resource management: when research confronts theory (2001)The impact of internal marketing activities on external marketing outcomes (2001)The New Workplace: A Guide to the Human Impact of Modern Working Practices (2003)'Best practice' human resource management: perfect opportunity or dangerous illusion? (2000)‘Intended’ and ‘implemented’ HRM: the missing linchpin in strategic human resource management research (2006)Strategic Choice and Industrial Relations Theory (1984)Matching compensation and organizational strategies (1990)How Emotions Work: The Social Functions of Emotional Expression in Negotiations (2000)Strategy or Structure? Capital, Labour and Control (1987)Unions and the Sword of Justice: Unions and Pay Systems, Pay Inequality, Pay Discrimination and Low Pay (2001)Taxation, Wage Bargaining, and Unemployment (2006)On the nature and importance of cultural tightness-looseness. (2006)The Oxford Handbook of Human Resource Management (2008)An evidence-based review of HR Analytics (2016)
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References

  • 1970Exit, Voice, and Loyalty3,618 cited
  • 1984What do unions do2,445 cited
  • 2001The HR Scorecard: Linking People, Strategy, and Performance1,018 cited
  • 2005Producing sustainable competitive advantage through the effective management of people720 cited
  • 1988Developments in the Management of Human Resources684 cited
  • 2004A Critical Assessment of the High‐Performance Paradigm678 cited
  • 1998High Commitment Management in the U.K.: Evidence from the Workplace Industrial Relations Survey, and Employers' Manpower and Skills Practices Survey436 cited
  • 1982Collective Bargaining and Industrial Relations349 cited
  • 1955The System of Industrial Relations in Great Britain.195 cited
  • 1999Peering into the Black Hole: The Downside of the New Employment Relations in the UK158 cited
  • 1996High commitment management and unionization in the UK69 cited
  • 2004The end of the affair? The decline in employers' propensity to unionize26 cited
  • 2007Union organization in Great Britain18 cited

Cited by

  • 2018Workplace democracy and psychological capital: a paradigm shift in workplace33 cited
  • 2012L'influence des institutions représentatives du personnel sur les pratiques de gestion des ressources humaines

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5 cited
  • 2009Employee voice and private sector workplace outcomes in Britain, 1980-20045 cited