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Commitment-based HR practices, different types of innovation activities and firm innovation performance
16 references·16 citing·44 second hopsampled
Commitment-based HR practices, different types of innovation activities and firm innovation performance (2012)Commitment-based HR practices, different …An empirical comparison of the efficacy of covariance-based and variance-based SEM (2009)An empirical comparison of th…\nThe use of partial least squares path modeling in international marketing (2009)\nThe use of partial least sq…Formative Versus Reflective Indicators in Organizational Measure Development: A Comparison and Empirical Illustration (2006)Formative Versus Reflective I…A Critical Review of Construct Indicators and Measurement Model Misspecification in Marketing and Consumer Research (2003)A Critical Review of Construc…Index Construction with Formative Indicators: An Alternative to Scale Development (2001)Index Construction with Forma…The Human Resource Architecture: Toward a Theory of Human Capital Allocation and Development (1999)The Human Resource Architectu…Modern Methods for Business Research (1998)Modern Methods for Business R…Issues and opinion on structural equation modeling (1998)Issues and opinion on structu…INTERNATIONAL DIVERSIFICATION: EFFECTS ON INNOVATION AND FIRM PERFORMANCE IN PRODUCT-DIVERSIFIED FIRMS. (1997)INTERNATIONAL DIVERSIFICATION…MODES OF THEORIZING IN STRATEGIC HUMAN RESOURCE MANAGEMENT: TESTS OF UNIVERSALISTIC, CONTINGENCY, AND CONFIGURATIONS. PERFORMANCE PREDICTIONS. (1996)MODES OF THEORIZING IN STRATE…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…EFFECTS OF HUMAN RESOURCE SYSTEMS ON MANUFACTURING PERFORMANCE AND TURNOVER. (1994)EFFECTS OF HUMAN RESOURCE SYS…ORGANIZATIONAL INNOVATION: A META-ANALYSIS OF EFFECTS OF DETERMINANTS AND MODERATORS. (1991)ORGANIZATIONAL INNOVATION: A …Self-Reports in Organizational Research: Problems and Prospects (1986)Self-Reports in Organizationa…Evaluating Structural Equation Models with Unobservable Variables and Measurement Error (1981)Evaluating Structural Equatio…The impact of corporate social responsibility on innovation in small and medium‐sized enterprise s : The mediating role of debt terms and human capital (2021)The impact of corporate socia…Linking green innovation performance and green innovative human resource practices in SMEs; a moderation and mediation analysis using PLS-SEM (2021)Linking green innovation perf…The influence of organizational culture and HRM on building innovative capability (2020)The influence of organization…HRM practices and innovation: an empirical systematic review (2020)HRM practices and innovation:…HRM and radical innovation: A dual approach with exploration as a mediator (2020)HRM and radical innovation: A…Determinants of technological innovation success and failure: Does marketing innovation matter? (2020)Determinants of technological…“Everything Will Be Fine”: A Study on the Relationship between Employees’ Perception of Sustainable HRM Practices and Positive Organizational Behavior during COVID19 (2020)“Everything Will Be Fine”: A …High commitment human resource management practices and employee service behaviour: Trust in management as mediator (2018)High commitment human resourc…Deploying human capital for innovation: A study of multi-country manufacturing firms (2018)Deploying human capital for i…Collaborative-based HRM practices and open innovation: a conceptual review (2018)Collaborative-based HRM pract…Reducing intentions to resist future change: Combined effects of commitment‐based HR practices and ethical leadership (2017)Reducing intentions to resist…Human resource management contribution to innovation in small and medium‐sized enterprises: A mixed methods approach (2017)Human resource management con…Contextual ambidexterity and innovation in healthcare in India: the role of HRM (2017)Contextual ambidexterity and …The interactive effects of entrepreneurial orientation and capability-based HRM on firm performance: The mediating role of innovation ambidexterity (2016)The interactive effects of en…Exploring the HRM-performance relationship: the role of creativity climate and strategy (2016)Exploring the HRM-performance…Antecedents and outcomes of marketing innovation (2016)Antecedents and outcomes of m…Agency Problems and the Theory of the Firm (1980)Separation of Ownership and Control (1983)Firm resources and sustained competitive advantage (2004)Understanding HRM-Firm Performance Linkages: The Role of the "Strength" of the HRM System (2004)Building Better Causal Theories: A Fuzzy Set Approach to Typologies in Organization Research (2011)A Paradigm for Developing Better Measures of Marketing Constructs (1979)Structural Equations with Latent Variables (1989)Structural Equations with Latent Variables. 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(1979)Organizational citizenship behavior: Its nature and antecedents. (1983)Research in Organizational Behavior. (1986)Accounting for common method variance in cross-sectional research designs. (2001)Common method biases in behavioral research: A critical review of the literature and recommended remedies. (2003)Sources of Method Bias in Social Science Research and Recommendations on How to Control It (2011)A power primer. (1992)Power analysis and determination of sample size for covariance structure modeling. (1996)A Practical Guide To Factorial Validity Using PLS-Graph: Tutorial And Annotated Example (2005)Lateral Collinearity and Misleading Results in Variance-Based SEM: An Illustration and Recommendations (2012)Consistent Partial Least Squares Path Modeling1 (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. 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References

  • 1981Evaluating Structural Equation Models with Unobservable Variables and Measurement Error108,884 cited
  • 1986Self-Reports in Organizational Research: Problems and Prospects17,092 cited
  • 2009\nThe use of partial least squares path modeling in international marketing11,331 cited
  • 1995THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE.9,338 cited
  • 1998Modern Methods for Business Research6,534 cited
  • 1991ORGANIZATIONAL INNOVATION: A META-ANALYSIS OF EFFECTS OF DETERMINANTS AND MODERATORS.6,520 cited
  • 2003A Critical Review of Construct Indicators and Measurement Model Misspecification in Marketing and Consumer Research5,847 cited
  • 2001Index Construction with Formative Indicators: An Alternative to Scale Development4,805 cited
  • 1998Issues and opinion on structural equation modeling4,577 cited
  • 1996MODES OF THEORIZING IN STRATEGIC HUMAN RESOURCE MANAGEMENT: TESTS OF UNIVERSALISTIC, CONTINGENCY, AND CONFIGURATIONS. PERFORMANCE PREDICTIONS.3,705 cited
  • 1995Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry3,700 cited
  • 2006Formative Versus Reflective Indicators in Organizational Measure Development: A Comparison and Empirical Illustration3,409 cited
  • 1994EFFECTS OF HUMAN RESOURCE SYSTEMS ON MANUFACTURING PERFORMANCE AND TURNOVER.3,211 cited

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  • 2009An empirical comparison of the efficacy of covariance-based and variance-based SEM2,904 cited
  • 1999The Human Resource Architecture: Toward a Theory of Human Capital Allocation and Development2,858 cited
  • 1997INTERNATIONAL DIVERSIFICATION: EFFECTS ON INNOVATION AND FIRM PERFORMANCE IN PRODUCT-DIVERSIFIED FIRMS.2,854 cited
  • Cited by

    • 2016The interactive effects of entrepreneurial orientation and capability-based HRM on firm performance: The mediating role of innovation ambidexterity145 cited
    • 2018High commitment human resource management practices and employee service behaviour: Trust in management as mediator119 cited
    • 2017Reducing intentions to resist future change: Combined effects of commitment‐based HR practices and ethical leadership96 cited
    • 2017Human resource management contribution to innovation in small and medium‐sized enterprises: A mixed methods approach90 cited
    • 2018Collaborative-based HRM practices and open innovation: a conceptual review90 cited
    • 2018Deploying human capital for innovation: A study of multi-country manufacturing firms87 cited
    • 2017Contextual ambidexterity and innovation in healthcare in India: the role of HRM81 cited
    • 2020Determinants of technological innovation success and failure: Does marketing innovation matter?79 cited
    • 2021The impact of corporate social responsibility on innovation in small and medium‐sized enterprise s : The mediating role of debt terms and human capital75 cited
    • 2020“Everything Will Be Fine”: A Study on the Relationship between Employees’ Perception of Sustainable HRM Practices and Positive Organizational Behavior during COVID1972 cited
    • 2016Exploring the HRM-performance relationship: the role of creativity climate and strategy69 cited
    • 2020HRM and radical innovation: A dual approach with exploration as a mediator69 cited
    • 2016Antecedents and outcomes of marketing innovation68 cited
    • 2021Linking green innovation performance and green innovative human resource practices in SMEs; a moderation and mediation analysis using PLS-SEM64 cited
    • 2020The influence of organizational culture and HRM on building innovative capability63 cited
    • 2020HRM practices and innovation: an empirical systematic review61 cited