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Cross‐level effects of high‐performance work practices on burnout
16 references·16 citing·49 second hopsampled
Cross‐level effects of high‐performance work practices on burnout (2009)Cross‐level effects of high‐performance w…HOW MUCH DO HIGH‐PERFORMANCE WORK PRACTICES MATTER? A META‐ANALYSIS OF THEIR EFFECTS ON ORGANIZATIONAL PERFORMANCE (2006)HOW MUCH DO HIGH‐PERFORMANCE …Commonalities and contradictions in HRM and performance research (2005)Commonalities and contradicti…Using the job demands‐resources model to predict burnout and performance (2004)Using the job demands‐resourc…Desegregating HRM: A Review and Synthesis of Micro and Macro Human Resource Management Research (2002)Desegregating HRM: A Review a…Schema, promise and mutuality: The building blocks of the psychological contract (2001)Schema, promise and mutuality…Manufacturing Advantage: Why High-Performance Work Systems Pay off (2001)Manufacturing Advantage: Why …Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. (2001)Justice at the millennium: A …Job Burnout (2001)Job BurnoutWithin-group agreement, non-independence, and reliability: Implications for data aggregation and analysis. (2000)Within-group agreement, non-i…THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE. (1995)THE IMPACT OF HUMAN RESOURCE …Human Resource Management: Rhetorics and Realities (1995)Human Resource Management: Rh…Human Resource Management (1995)Human Resource ManagementHuman Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry (1995)Human Resource Bundles and Ma…CONDUCTING INTERORGANIZATIONAL RESEARCH USING KEY INFORMANTS. (1993)CONDUCTING INTERORGANIZATIONA…RESEARCH NOTES. DISTRIBUTIVE AND PROCEDURAL JUSTICE AS PREDICTORS OF SATISFACTION WITH PERSONAL AND ORGANIZATIONAL OUTCOMES. (1992)RESEARCH NOTES. DISTRIBUTIVE …Asymptotic Confidence Intervals for Indirect Effects in Structural Equation Models (1982)Asymptotic Confidence Interva…Transformational Leadership, HRM practices and burnout during the COVID-19 pandemic: The role of personal stress, anxiety, and workplace loneliness (2022)Transformational Leadership, …Human resource management systems, employee well‐being, and firm performance from the mutual gains and critical perspectives: The well‐being paradox (2019)Human resource management sys…High-Performance Work System, Work Well-Being, and Employee Creativity: Cross-Level Moderating Role of Transformational Leadership (2019)High-Performance Work System,…Employee perceptions of HR practices: A critical review and future directions (2019)Employee perceptions of HR pr…Do high performance work systems generate negative effects? How and when? (2019)Do high performance work syst…Employee performance, well‐being, and differential effects of human resource management subdimensions: Mutual gains or conflicting outcomes? (2018)Employee performance, well‐be…Developmental HRM, employee well‐being and performance: The moderating role of developing leadership (2018)Developmental HRM, employee w…Perceptions of HR practices, person–organisation fit, and affective commitment: The moderating role of career stage (2017)Perceptions of HR practices, …High performance work systems, employee well-being, and job involvement: an empirical study (2016)High performance work systems…Connecting empowerment‐focused HRM and labour productivity to work engagement: the mediating role of job demands and resources (2016)Connecting empowerment‐focuse…Influence of high performance work systems on employee subjective well-being and job burnout: empirical evidence from the Chinese healthcare sector (2014)Influence of high performance…The effects of high-performance work systems on hospital employees' work attitudes and intention to leave: a multi-level and occupational group analysis (2013)The effects of high-performan…High-Performance Work Systems, Corporate Social Performance and Employee Outcomes: Exploring the Missing Links (2013)High-Performance Work Systems…Exploring the effects of high-performance work systems (HPWS) on the work-related well-being of Chinese hospital employees (2013)Exploring the effects of high…High performance work practices in small firms: a resource-poverty and strategic decision-making perspective (2012)High performance work practic…An Integrative HRM Process Theorization: Beyond Signalling Effects and Mutual Gains (2012)An Integrative HRM Process Th…Significance tests and goodness of fit in the analysis of covariance structures. (1980)Self-Reports in Organizational Research: Problems and Prospects (1986)EFFECTS OF PROCEDURAL AND DISTRIBUTIVE JUSTICE ON REACTIONS TO PAY RAISE DECISIONS. (1989)CONSEQUENCES OF ABUSIVE SUPERVISION. (2000)Trust as a mediator of the relationship between organizational justice and work outcomes: test of a social exchange model (2002)Justice at the millennium, a decade later: A meta-analytic test of social exchange and affect-based perspectives. (2013)Conservation of resources: A new attempt at conceptualizing stress. (1989)Structural Equations with Latent Variables (1989)Structural Equations with Latent Variables. (1991)Burnout and work engagement among teachers (2005)The role of personal resources in the job demands-resources model. (2007)Towards a model of work engagement (2008)Exchange and Power in Social Life. (1965)Handbook of Industrial and Organizational Psychology. 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(1990)Assessing Construct Validity in Organizational Research (1991)Knowledge relatedness and the performance of multibusiness firms (2004)Interaction Orientation and Firm Performance (2008)Forging an Identity: An Insider-outsider Study of Processes Involved in the Formation of Organizational Identity (2010)MODES OF THEORIZING IN STRATEGIC HUMAN RESOURCE MANAGEMENT: TESTS OF UNIVERSALISTIC, CONTINGENCY, AND CONFIGURATIONS. PERFORMANCE PREDICTIONS. (1996)Strategic Human Resources Management: Where Do We Go From Here? (2006)Antecedents and consequences of psychological and team empowerment in organizations: A meta-analytic review. (2011)ESG and financial performance: aggregated evidence from more than 2000 empirical studies (2015)Specification Tests in Econometrics (1978)Firm Resources and Sustained Competitive Advantage (1991)THE IMPACT OF HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL PERFORMANCE: PROGRESS AND PROSPECTS. (1996)THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON PERCEPTIONS OF ORGANIZATIONAL PERFORMANCE. (1996)Firm resources and sustained competitive advantage (2004)The measurement of experienced burnout (1981)Maslach burnout inventory manual (1996)Subjective well-being: Three decades of progress. (1999)The Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach (2002)Job demands, job resources, and their relationship with burnout and engagement: a multi‐sample study (2004)The Measurement of Work Engagement With a Short Questionnaire (2006)Confidence Limits for the Indirect Effect: Distribution of the Product and Resampling Methods (2004)lavaan : An R Package for Structural Equation Modeling (2012)Partial Least Squares Structural Equation Modeling (PLS-SEM) Using R (2021)Enhancing the Effectiveness of Work Groups and Teams (2006)Answers to 20 Questions About Interrater Reliability and Interrater Agreement (2007)What's the difference? diversity constructs as separation, variety, or disparity in organizations (2007)
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References

  • 2001Job Burnout12,831 cited
  • 1982Asymptotic Confidence Intervals for Indirect Effects in Structural Equation Models12,786 cited
  • 1995THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE.9,338 cited
  • 2001Justice at the millennium: A meta-analytic review of 25 years of organizational justice research.5,931 cited
  • 1995Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry3,700 cited
  • 2000Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis.3,573 cited
  • 2004Using the job demands‐resources model to predict burnout and performance2,564 cited
  • 1993CONDUCTING INTERORGANIZATIONAL RESEARCH USING KEY INFORMANTS.2,461 cited
  • 2006HOW MUCH DO HIGH‐PERFORMANCE WORK PRACTICES MATTER? A META‐ANALYSIS OF THEIR EFFECTS ON ORGANIZATIONAL PERFORMANCE2,097 cited
  • 1992RESEARCH NOTES. DISTRIBUTIVE AND PROCEDURAL JUSTICE AS PREDICTORS OF SATISFACTION WITH PERSONAL AND ORGANIZATIONAL OUTCOMES.1,703 cited
  • 2001Manufacturing Advantage: Why High-Performance Work Systems Pay off1,598 cited
  • 2005Commonalities and contradictions in HRM and performance research1,539 cited
  • 1995Human Resource Management: Rhetorics and Realities1,201 cited
  • 2001

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Schema, promise and mutuality: The building blocks of the psychological contract
1,150 cited
  • 2002Desegregating HRM: A Review and Synthesis of Micro and Macro Human Resource Management Research1,055 cited
  • 1995Human Resource Management926 cited
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    • 2019Employee perceptions of HR practices: A critical review and future directions236 cited
    • 2016High performance work systems, employee well-being, and job involvement: an empirical study233 cited
    • 2018Employee performance, well‐being, and differential effects of human resource management subdimensions: Mutual gains or conflicting outcomes?200 cited
    • 2013High-Performance Work Systems, Corporate Social Performance and Employee Outcomes: Exploring the Missing Links189 cited
    • 2013The effects of high-performance work systems on hospital employees' work attitudes and intention to leave: a multi-level and occupational group analysis182 cited
    • 2013Exploring the effects of high-performance work systems (HPWS) on the work-related well-being of Chinese hospital employees177 cited
    • 2012An Integrative HRM Process Theorization: Beyond Signalling Effects and Mutual Gains176 cited
    • 2014Influence of high performance work systems on employee subjective well-being and job burnout: empirical evidence from the Chinese healthcare sector173 cited
    • 2019High-Performance Work System, Work Well-Being, and Employee Creativity: Cross-Level Moderating Role of Transformational Leadership167 cited
    • 2012High performance work practices in small firms: a resource-poverty and strategic decision-making perspective164 cited
    • 2022Transformational Leadership, HRM practices and burnout during the COVID-19 pandemic: The role of personal stress, anxiety, and workplace loneliness164 cited
    • 2016Connecting empowerment‐focused HRM and labour productivity to work engagement: the mediating role of job demands and resources151 cited
    • 2019Do high performance work systems generate negative effects? How and when?149 cited
    • 2017Perceptions of HR practices, person–organisation fit, and affective commitment: The moderating role of career stage139 cited
    • 2018Developmental HRM, employee well‐being and performance: The moderating role of developing leadership133 cited