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Age as moderator in the relationship between HR development practices and employees’ positive attitudes
16 references·11 citing·36 second hop
Age as moderator in the relationship between HR development practices and employees’ positive attitudes (2013)Age as moderator in the relationship betw…Exchange and Power in Social Life (2017)Exchange and Power in Social …Social Exchange Theory: An Interdisciplinary Review (2005)Social Exchange Theory: An In…Firm resources and sustained competitive advantage (2004)Firm resources and sustained …Common method biases in behavioral research: A critical review of the literature and recommended remedies. (2003)Common method biases in behav…The job satisfaction-job performance relationship: A qualitative and quantitative review. (2001)The job satisfaction-job perf…Toward an integrative theory of training motivation: A meta-analytic path analysis of 20 years of research. (2000)Toward an integrative theory …The Human Resource Architecture: Toward a Theory of Human Capital Allocation and Development (1999)The Human Resource Architectu…Taking time seriously: A theory of socioemotional selectivity. (1999)Taking time seriously: A theo…THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE. (1995)THE IMPACT OF HUMAN RESOURCE …Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry (1995)Human Resource Bundles and Ma…Firm Resources and Sustained Competitive Advantage (1991)Firm Resources and Sustained …The measurement and antecedents of affective, continuance and normative commitment to the organization (1990)The measurement and anteceden…The measurement of organizational commitment (1979)The measurement of organizati…Development of the Job Diagnostic Survey. (1975)Development of the Job Diagno…What is job satisfaction? (1969)What is job satisfaction?The Norm of Reciprocity: A Preliminary Statement (1960)The Norm of Reciprocity: A Pr…Multi‐level effects of human resource bundles on the performance of aging employees (2023)Multi‐level effects of human …Performance Effects of High Performance Work Systems on Committed, Long-Term Employees: A Multilevel Study (2022)Performance Effects of High P…Enhancing the Activity of Employees of the Communication Department of an Energy Sector Company (2022)Enhancing the Activity of Emp…Employer-Sponsored Career Development Practices and Employee Performance and Turnover: A Meta-Analysis (2022)Employer-Sponsored Career Dev…Workforce age profile effects on job resources, work engagement and organizational citizenship behavior (2021)Workforce age profile effects…The multi-level effects of developmental opportunities, pay equity, and paternalistic leadership on organizational commitment (2020)The multi-level effects of de…Retaining an age-diverse workforce through HRM: The mediation of work engagement and affective commitment (2020)Retaining an age-diverse work…HRM and work outcomes: the role of basic need satisfaction and age (2019)HRM and work outcomes: the ro…Employable Ever After : Examining the antecedents and outcomes of sustainable employability in a hospital context (2016)Employable Ever After : Exami…Are High-Performance Work Systems always a valuable retention tool? The roles of workforce feminization and flexible work arrangements (2016)Are High-Performance Work Sys…The Role of Line Managers in Motivation of Older Workers (2014)The Role of Line Managers in …Coefficient Alpha and the Internal Structure of Tests (1951)Organizational commitment, job satisfaction, and turnover among psychiatric technicians. (1974)A three-component conceptualization of organizational commitment (1991)The Commitment-Trust Theory of Relationship Marketing (1994)A resource‐based view of the firm (1984)The cornerstones of competitive advantage: A resource‐based view (1993)The Theory of the Growth of the Firm (1995)Social Capital, Intellectual Capital, and the Organizational Advantage (1998)Dynamic capabilities: what are they? (2000)The Theory of Economic Development (2003)Belief, Attitude, Intention and Behavior: An Introduction to Theory and Research (1975)Self-Reports in Organizational Research: Problems and Prospects (1986)Structural Equations with Latent Variables. (1991)Technology Acceptance Model 3 and a Research Agenda on Interventions (2008)Sources of Method Bias in Social Science Research and Recommendations on How to Control It (2011)Common Method Bias in PLS-SEM (2015)Motivation through the design of work: test of a theory (1976)Job Demands, Job Decision Latitude, and Mental Strain: Implications for Job Redesign (1979)The measurement of experienced burnout (1981)The job demands-resources model of burnout. (2001)Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover. (1984)Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. (2001)Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences (2002)The Theory of Social and Economic Organization. (1948)Exchange and Power in Social Life. (1965)Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. (2007)Assessing the growth of remote working and its consequences for effort, well‐being and work‐life balance (2017)Social Exchange Theory: A Critical Review with Theoretical Remedies (2017)Specification Tests in Econometrics (1978)MODES OF THEORIZING IN STRATEGIC HUMAN RESOURCE MANAGEMENT: TESTS OF UNIVERSALISTIC, CONTINGENCY, AND CONFIGURATIONS. PERFORMANCE PREDICTIONS. (1996)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)Asset Stock Accumulation and Sustainability of Competitive Advantage (1989)The Evolution of Reciprocal Altruism (1971)Social Capital in the Creation of Human Capital (2000)A Theoretical Extension of the Technology Acceptance Model: Four Longitudinal Field Studies (2000)
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References

  • 2003Common method biases in behavioral research: A critical review of the literature and recommended remedies.81,863 cited
  • 1991Firm Resources and Sustained Competitive Advantage48,209 cited
  • 2004Firm resources and sustained competitive advantage38,157 cited
  • 2017Exchange and Power in Social Life15,909 cited
  • 1960The Norm of Reciprocity: A Preliminary Statement11,995 cited
  • 1990The measurement and antecedents of affective, continuance and normative commitment to the organization11,669 cited
  • 2005Social Exchange Theory: An Interdisciplinary Review10,051 cited
  • 1995THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE.9,338 cited
  • 1979The measurement of organizational commitment8,817 cited
  • 1975Development of the Job Diagnostic Survey.7,244 cited
  • 1999Taking time seriously: A theory of socioemotional selectivity.5,371 cited
  • 2001The job satisfaction-job performance relationship: A qualitative and quantitative review.4,753 cited
  • 1995Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry3,700 cited
  • 1999The Human Resource Architecture: Toward a Theory of Human Capital Allocation and Development2,858 cited

Only edges whose both ends are imported exist here. Widen the year window, or show the whole map. Back to the work

  • 1969What is job satisfaction?2,766 cited
  • 2000Toward an integrative theory of training motivation: A meta-analytic path analysis of 20 years of research.2,124 cited
  • Cited by

    • 2022Enhancing the Activity of Employees of the Communication Department of an Energy Sector Company54 cited
    • 2016Are High-Performance Work Systems always a valuable retention tool? The roles of workforce feminization and flexible work arrangements42 cited
    • 2022Employer-Sponsored Career Development Practices and Employee Performance and Turnover: A Meta-Analysis40 cited
    • 2021Workforce age profile effects on job resources, work engagement and organizational citizenship behavior38 cited
    • 2022Performance Effects of High Performance Work Systems on Committed, Long-Term Employees: A Multilevel Study30 cited
    • 2020The multi-level effects of developmental opportunities, pay equity, and paternalistic leadership on organizational commitment26 cited
    • 2019HRM and work outcomes: the role of basic need satisfaction and age24 cited
    • 2020Retaining an age-diverse workforce through HRM: The mediation of work engagement and affective commitment24 cited
    • 2023Multi‐level effects of human resource bundles on the performance of aging employees18 cited
    • 2016Employable Ever After : Examining the antecedents and outcomes of sustainable employability in a hospital context18 cited
    • 2014The Role of Line Managers in Motivation of Older Workers13 cited