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Managing Two Fits of Strategic Human Resource Management

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Cited by

2001Toward a Descriptive Stakeholder Theory: An Organizational Life Cycle Approach1,205 cited
2006On the nature and importance of cultural tightness-looseness.1,095 cited
1992CONTROL THEORY IN STRATEGIC HUMAN RESOURCE MANAGEMENT: THE MEDIATING EFFECT OF ADMINISTRATIVE INFORMATION.717 cited

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2009Strategic human resource management: The evolution of the field712 cited

2014An Aspirational Framework for Strategic Human Resource Management676 cited

1994Tightening the Life-Cycle Construct: A Taxonomic Study of Growth Stage Configurations in High-Technology Organizations660 cited

2007The relationship between ‘high-performance work practices’ and employee attitudes: an investigation of additive and interaction effects640 cited

2013An Aspirational Framework for Strategic Human Resource Management568 cited

1991Toward an integrative view of strategic human resource management551 cited

1996Methodological Issues in Cross‐Sectional and Panel Estimates of the Human Resource‐Firm Performance Link533 cited

2017Strategic human resource management, human capital and competitive advantage: is the field going in circles?528 cited

1996PREDICTING THE PERFORMANCE OF INITIAL PUBLIC OFFERINGS: SHOULD HUMAN RESOURCE MANAGEMENT BE IN THE EQUATION?470 cited

2000Strategic human resource management: where have we come from and where should we be going?453 cited

1999The effect of human resource management practices on the perceptions of organizational and market performance of the firm446 cited

2006‘Intended’ and ‘implemented’ HRM: the missing linchpin in strategic human resource management research442 cited

2003ORGANIZATIONAL LIFE CYCLE: A FIVE‐STAGE EMPIRICAL SCALE435 cited