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Unlocking the black box: line managers and HRM‐Performance in a call centre context
16 references·16 citing·31 second hopsampled
Unlocking the black box: line managers and HRM‐Performance in a call centre context (2008)Unlocking the black box: line managers an…Strategy and Human Resource Management (2016)Strategy and Human Resource M…Strategic human resource management (2015)Strategic human resource mana…Leadership : Theory and Practice (2015)Leadership : Theory and Pract…Commonalities and contradictions in HRM and performance research (2005)Commonalities and contradicti…Manufacturing Advantage: Why High-Performance Work Systems Pay off (2001)Manufacturing Advantage: Why …The Effects of Human Resource Management Practices on Productivity: A Study of Steel Finishing Lines (1997)The Effects of Human Resource…Commitment in the Workplace: Theory, Research, and Application (1997)Commitment in the Workplace: …Commitment in the workplace: theory, research, and application (1997)Commitment in the workplace: …THE IMPACT OF HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL PERFORMANCE: PROGRESS AND PROSPECTS. (1996)THE IMPACT OF HUMAN RESOURCE …THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE. (1995)THE IMPACT OF HUMAN RESOURCE …A META‐ANALYTIC REVIEW OF ATTITUDINAL AND DISPOSITIONAL PREDICTORS OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR (1995)A META‐ANALYTIC REVIEW OF ATT…EFFECTS OF HUMAN RESOURCE SYSTEMS ON MANUFACTURING PERFORMANCE AND TURNOVER. (1994)EFFECTS OF HUMAN RESOURCE SYS…A three-component conceptualization of organizational commitment (1991)A three-component conceptuali…The measurement and antecedents of affective, continuance and normative commitment to the organization (1990)The measurement and anteceden…Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover. (1984)Employee-Organization Linkage…Case Study Research: Design and Methods (1984)Case Study Research: Design a…Unlocking the black box: Psychological contract fulfillment as a mediator between HRM practices and job performance (2019)Unlocking the black box: Psyc…How to improve organisational citizenship behaviour by combining ability, motivation and opportunity (2019)How to improve organisational…Line Managers as Paradox Navigators in HRM Implementation: Balancing Consistency and Individual Responsiveness (2018)Line Managers as Paradox Navi…The role of the psychological contract in shaping graduate experiences: a study of public sector talent management programmes in the UK and Australia (2017)The role of the psychological…Advancing multilevel thinking in human resource management research: Applications and guidelines (2017)Advancing multilevel thinking…Re-embedding agency at the workplace scale: Workers and labour control in Glasgow call centres (2016)Re-embedding agency at the wo…Multi-level gaps: a study of intended, actual and experienced human resource practices in a hypermarket chain in India (2016)Multi-level gaps: a study of …HRM and front line managers: the influence of role stress (2016)HRM and front line managers: …High performance work systems and employees’ intention to leave (2016)High performance work systems…Variability in HRM implementation among line managers and its effect on performance: a 2-1-2 mediational multilevel approach (2014)Variability in HRM implementa…Getting inside the black box (2014)Getting inside the black boxExploring the ideological undercurrents of HRM: workplace values and beliefs in Ireland and New Zealand (2014)Exploring the ideological und…Leadership Behavior in Public Organizations (2013)Leadership Behavior in Public…360 Degrees of Pressure (2013)360 Degrees of PressureHigh commitment management practices re-examined: The case of Indian call centres (2011)High commitment management pr…Friends or rivals: comparative perceptions of human resource and line managers on perceived future firm performance (2011)Friends or rivals: comparativ…Culture's Consequences: International Differences in Work-Related Values (1981)Development and validation of brief measures of positive and negative affect: The PANAS scales. (1988)Development and validation of brief measures of positive and negative affect: The PANAS scales. (1988)HELPING AND VOICE EXTRA-ROLE BEHAVIORS: EVIDENCE OF CONSTRUCT AND PREDICTIVE VALIDITY. (1998)Trust in leadership: Meta-analytic findings and implications for research and practice. (2002)The Meaning of Employee Engagement (2008)A theory of human motivation. (1943)Motivation through the design of work: test of a theory (1976)JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, TURNOVER INTENTION, AND TURNOVER: PATH ANALYSES BASED ON META‐ANALYTIC FINDINGS (1993)Commitment in the workplace: toward a general model (2001)Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences (2002)Organizational commitment, job satisfaction, and turnover among psychiatric technicians. (1974)The measurement of organizational commitment (1979)Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. (2001)Specification Tests in Econometrics (1978)Firm Resources and Sustained Competitive Advantage (1991)MODES OF THEORIZING IN STRATEGIC HUMAN RESOURCE MANAGEMENT: TESTS OF UNIVERSALISTIC, CONTINGENCY, AND CONFIGURATIONS. PERFORMANCE PREDICTIONS. (1996)THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON PERCEPTIONS OF ORGANIZATIONAL PERFORMANCE. (1996)Firm resources and sustained competitive advantage (2004)Mixed Methods Research: A Research Paradigm Whose Time Has Come (2004)Qualitative research: Methods in the social sciences (2006)Document Analysis as a Qualitative Research Method (2009)Theoretical Perspectives for Strategic Human Resource Management (1992)Electronic word-of-mouth via consumer-opinion platforms: What motivates consumers to articulate themselves on the Internet? (2004)Personality and leadership: A qualitative and quantitative review. (2002)Toward a theory of spiritual leadership (2003)What Do We Know About Teacher Leadership? Findings From Two Decades of Scholarship (2004)PSYCHOLOGICAL CONDITIONS OF PERSONAL ENGAGEMENT AND DISENGAGEMENT AT WORK. (1990)Social Exchange Theory: An Interdisciplinary Review (2005)Authentic Leadership: Development and Validation of a Theory-Based Measure† (2007)Perceived organizational support: A review of the literature. (2002)
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References

  • 1984Case Study Research: Design and Methods81,948 cited
  • 1990The measurement and antecedents of affective, continuance and normative commitment to the organization11,669 cited
  • 1991A three-component conceptualization of organizational commitment11,041 cited
  • 1995THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE.9,338 cited
  • 2015Leadership : Theory and Practice6,473 cited
  • 1984Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover.4,653 cited
  • 1997Commitment in the Workplace: Theory, Research, and Application4,008 cited
  • 2015Strategic human resource management3,437 cited
  • 1997Commitment in the workplace: theory, research, and application3,368 cited
  • 1995A META‐ANALYTIC REVIEW OF ATTITUDINAL AND DISPOSITIONAL PREDICTORS OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR3,226 cited
  • 1994EFFECTS OF HUMAN RESOURCE SYSTEMS ON MANUFACTURING PERFORMANCE AND TURNOVER.3,211 cited
  • 1996THE IMPACT OF HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL PERFORMANCE: PROGRESS AND PROSPECTS.3,153 cited
  • 1997The Effects of Human Resource Management Practices on Productivity: A Study of Steel Finishing Lines2,529 cited
  • 2001Manufacturing Advantage: Why High-Performance Work Systems Pay off1,598 cited

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  • 2005Commonalities and contradictions in HRM and performance research1,539 cited
  • 2016Strategy and Human Resource Management1,535 cited
  • Cited by

    • 2018Line Managers as Paradox Navigators in HRM Implementation: Balancing Consistency and Individual Responsiveness91 cited
    • 2017Advancing multilevel thinking in human resource management research: Applications and guidelines87 cited
    • 2014Variability in HRM implementation among line managers and its effect on performance: a 2-1-2 mediational multilevel approach82 cited
    • 2019Unlocking the black box: Psychological contract fulfillment as a mediator between HRM practices and job performance72 cited
    • 2013360 Degrees of Pressure68 cited
    • 2016Re-embedding agency at the workplace scale: Workers and labour control in Glasgow call centres62 cited
    • 2011High commitment management practices re-examined: The case of Indian call centres56 cited
    • 2016HRM and front line managers: the influence of role stress56 cited
    • 2016Multi-level gaps: a study of intended, actual and experienced human resource practices in a hypermarket chain in India55 cited
    • 2017The role of the psychological contract in shaping graduate experiences: a study of public sector talent management programmes in the UK and Australia52 cited
    • 2014Exploring the ideological undercurrents of HRM: workplace values and beliefs in Ireland and New Zealand46 cited
    • 2014Getting inside the black box43 cited
    • 2011Friends or rivals: comparative perceptions of human resource and line managers on perceived future firm performance43 cited
    • 2019How to improve organisational citizenship behaviour by combining ability, motivation and opportunity41 cited
    • 2013Leadership Behavior in Public Organizations38 cited
    • 2016High performance work systems and employees’ intention to leave38 cited