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Motivation Model for Employee Retention: Applicability to HRM Practices in Malaysian SME Sector
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Motivation Model for Employee Retention: Applicability to HRM Practices in Malaysian SME Sector (2012)Motivation Model for Employee Retention: …Strategy and Human Resource Management (2016)Strategy and Human Resource M…THROUGH THE LOOKING GLASS OF A SOCIAL SYSTEM: CROSS‐LEVEL EFFECTS OF HIGH‐PERFORMANCE WORK SYSTEMS ON EMPLOYEES’ ATTITUDES (2009)THROUGH THE LOOKING GLASS OF …Human resources management and firm performance: The differential role of managerial affective and continuance commitment. (2009)Human resources management an…High-involvement work processes, work intensification and employee well-being: A study of New Zealand worker experiences (2008)High-involvement work process…EMPLOYEE ATTRIBUTIONS OF THE “WHY” OF HR PRACTICES: THEIR EFFECTS ON EMPLOYEE ATTITUDES AND BEHAVIORS, AND CUSTOMER SATISFACTION (2008)EMPLOYEE ATTRIBUTIONS OF THE …A study on motivating employees’ learning commitment in the post-downsizing era: Job satisfaction perspective (2007)A study on motivating employe…The ‘science’ and ‘practice’ of HRM in small firms (2006)The ‘science’ and ‘practice’ …Keys to motivating tomorrow's workforce (2006)Keys to motivating tomorrow's…Managing human resources in small organizations: What do we know? (2004)Managing human resources in s…Feedback Sign Effect on Motivation: Is it Moderated by Regulatory Focus? (2003)Feedback Sign Effect on Motiv…Strategic Human Resource Management (1995)Strategic Human Resource Mana…Motivation and work behavior (1992)Motivation and work behaviorThe measurement and antecedents of affective, continuance and normative commitment to the organization (1990)The measurement and anteceden…Management of organizational behavior (1969)Management of organizational …Electronic Information Resources (EIR) Adoption in Private University Libraries: The Moderating Effect of Productivity and Relative Advantage on Perceived Usefulness (2016)Electronic Information Resour…A Review of Smes Recruitment and Selection Dilemma: Finding a ‘Fit’ (2015)A Review of Smes Recruitment …The Social Psychology of Organizations. (1979)Firm resources and sustained competitive advantage (2004)How the impact of HR practices on employee well‐being and performance changes with age (2012)Where do We Go From Here? 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References

  • 1990The measurement and antecedents of affective, continuance and normative commitment to the organization11,669 cited
  • 1969Management of organizational behavior3,160 cited
  • 2016Strategy and Human Resource Management1,535 cited
  • 2008EMPLOYEE ATTRIBUTIONS OF THE “WHY” OF HR PRACTICES: THEIR EFFECTS ON EMPLOYEE ATTITUDES AND BEHAVIORS, AND CUSTOMER SATISFACTION1,409 cited
  • 1992Motivation and work behavior1,290 cited
  • 2004Managing human resources in small organizations: What do we know?704 cited
  • 2009THROUGH THE LOOKING GLASS OF A SOCIAL SYSTEM: CROSS‐LEVEL EFFECTS OF HIGH‐PERFORMANCE WORK SYSTEMS ON EMPLOYEES’ ATTITUDES622 cited
  • 2009Human resources management and firm performance: The differential role of managerial affective and continuance commitment.445 cited
  • 1995Strategic Human Resource Management381 cited
  • 2008High-involvement work processes, work intensification and employee well-being: A study of New Zealand worker experiences358 cited
  • 2003Feedback Sign Effect on Motivation: Is it Moderated by Regulatory Focus?339 cited
  • 2006The ‘science’ and ‘practice’ of HRM in small firms236 cited
  • 2006Keys to motivating tomorrow's workforce144 cited
  • 2007A study on motivating employees’ learning commitment in the post-downsizing era: Job satisfaction perspective141 cited

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Cited by

  • 2015A Review of Smes Recruitment and Selection Dilemma: Finding a ‘Fit’27 cited
  • 2016Electronic Information Resources (EIR) Adoption in Private University Libraries: The Moderating Effect of Productivity and Relative Advantage on Perceived Usefulness20 cited