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Using social exchange theory to predict the effects of high‐performance human resource practices on corporate entrepreneurship: Evidence from China

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References

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1983The Iron Caged Revisited : Institutional Isomorphism and Collective Rationality in Organizational Fields9,047 cited
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1991PEOPLE AND ORGANIZATIONAL CULTURE: A PROFILE COMPARISON APPROACH TO ASSESSING PERSON-ORGANIZATION FIT4,520 cited
2017Perceived Organizational Support4,398 cited
1991A Conceptual Model of Entrepreneurship as Firm Behavior3,909 cited
1996MODES OF THEORIZING IN STRATEGIC HUMAN RESOURCE MANAGEMENT: TESTS OF UNIVERSALISTIC, CONTINGENCY, AND CONFIGURATIONS. PERFORMANCE PREDICTIONS.3,705 cited
1994EFFECTS OF HUMAN RESOURCE SYSTEMS ON MANUFACTURING PERFORMANCE AND TURNOVER.3,211 cited

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2004Understanding HRM-Firm Performance Linkages: The Role of the "Strength" of the HRM System2,992 cited

2001Affective commitment to the organization: The contribution of perceived organizational support.2,485 cited

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2020Still in search of strategic human resource management? A review and suggestions for future research with China as an example127 cited
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2020The effect of servant leadership, perceived organizational support, job satisfaction and job embeddedness on turnover intentions92 cited
2016Negotiate, reciprocate, or cooperate? The impact of exchange modes on inter-employee knowledge sharing84 cited
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2017Linking perceived organizational support and organizational justice to employees’ in-role performance and organizational cynicism through organizational trust67 cited
2014How effective human resource management promotes corporate entrepreneurship: evidence from China55 cited
2016Returning the favor: positive employee responses to supervisor and peer support for training transfer53 cited
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