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Workplace values and beliefs: an empirical study of ideology, high commitment management and unionisation
16 references·11 citing·44 second hop
Workplace values and beliefs: an empirical study of ideology, high commitment management and unionisation (2009)Workplace values and beliefs: an empirica…Strategic human resource management (2015)Strategic human resource mana…Human resource management ‐ the workers' verdict (1999)Human resource management ‐ t…Britain At Work: As Depicted by the 1998 Workplace Employee Relations Survey (1999)Britain At Work: As Depicted …Issues of fit in strategic human resource management: Implications for research (1998)Issues of fit in strategic hu…Human resource management and performance: a review and research agenda (1997)Human resource management and…What Works at Work: Overview and Assessment (1996)What Works at Work: Overview …Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry (1995)Human Resource Bundles and Ma…Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry (1995)Human Resource Bundles and Ma…How Common is Workplace Transformation and Who Adopts it? (1994)How Common is Workplace Trans…Developments in the Management of Human Resources (1988)Developments in the Managemen…HUMAN RESOURCE MANAGEMENT AND INDUSTRIAL RELATIONS[1] (1987)HUMAN RESOURCE MANAGEMENT AND…Managing Human Assets. (1986)Managing Human Assets.The measurement of organizational commitment (1979)The measurement of organizati…British Journal of Industrial Relations. (1963)British Journal of Industrial…Industrial Relations Systems. (1960)Industrial Relations Systems.Industrial Relations Systems (1959)Industrial Relations SystemsOperationalizing the antecedents and outcomes of union participation in the Indian context (2020)Operationalizing the antecede…Towards a sustainable HRM in Latin America? Union-management relationship in Chile (2019)Towards a sustainable HRM in …Worker participation in union activities: a conceptual review (2017)Worker participation in union…The pursuit of HR outsourcing in an emerging economy: The effects of HRM strategy on HR labour costs (2016)The pursuit of HR outsourcing…The labour market for jazz musicians in Paris and London: Formal regulation and informal norms (2015)The labour market for jazz mu…Exploring the ideological undercurrents of HRM: workplace values and beliefs in Ireland and New Zealand (2014)Exploring the ideological und…Human Resource Management, Employee Exchange Relationships, and Performance in Small Businesses (2013)Human Resource Management, Em…An employee-centred analysis: professionals' experiences and reactions to HRM (2013)An employee-centred analysis:…Supportive Legislation, Unsupportive Employers and Collective Bargaining in New Zealand (2011)Supportive Legislation, Unsup…Ideological currency in psychological contracts: the role of team relationships in a reciprocity perspective (2011)Ideological currency in psych…The influence of business strategy on the decision to outsource human resource activities (2009)The influence of business str…Coefficient Alpha and the Internal Structure of Tests (1951)Organizational commitment, job satisfaction, and turnover among psychiatric technicians. (1974)The measurement and antecedents of affective, continuance and normative commitment to the organization (1990)A three-component conceptualization of organizational commitment (1991)The Commitment-Trust Theory of Relationship Marketing (1994)Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover. (1984)THE HUMAN SIDE OF ENTERPRISE (1985)THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE. (1995)Commonalities and contradictions in HRM and performance research (2005)Human Resource Management and Labor Productivity: Does Industry Matter? (2005)A set-theoretic approach to organizational configurations (2007)Competitive Advantage: Creating and Sustaining Superior Performance (1985)Firm Resources and Sustained Competitive Advantage (1991)MANAGING CUSTOMER SERVICES: HUMAN RESOURCE PRACTICES, QUIT RATES, AND SALES GROWTH. (2002)Firm resources and sustained competitive advantage (2004)Knowledge Exchange and Combination: The Role of Human Resource Practices in the Performance of High-Technology Firms (2006)On the nature and importance of cultural tightness-looseness. (2006)Research in Organizational Behavior. (1986)The machine that changed the world (1992)Information Technology, Workplace Organization and the Demand for Skilled Labor: Firm-Level Evidence (1999)Human Resources Practices as Predictors of Work‐Family Outcomes and Employee Turnover (2003)A Relational Model of How High-Performance Work Systems Work (2009)Scale Development : Theory and Applications (1991)Knowledge of the Firm, Combinative Capabilities, and the Replication of Technology (1992)MODES OF THEORIZING IN STRATEGIC HUMAN RESOURCE MANAGEMENT: TESTS OF UNIVERSALISTIC, CONTINGENCY, AND CONFIGURATIONS. PERFORMANCE PREDICTIONS. (1996)THE ANTECEDENTS, CONSEQUENCES, AND MEDIATING ROLE OF ORGANIZATIONAL AMBIDEXTERITY. (2004)A theory of human motivation. (1943)The Fair Wage-Effort Hypothesis and Unemployment (1990)A competence‐based and multidimensional operationalization and measurement of employability (2006)Human resource management and performance: still searching for some answers (2011)Limited-dependent and qualitative variables in econometrics (1983)The Iron Cage Revisited: Institutional Isomorphism and Collective Rationality in Organizational Fields (1983)RACIAL DIVERSITY, BUSINESS STRATEGY, AND FIRM PERFORMANCE: A RESOURCE-BASED VIEW. (2000)The iron cage revisited institutional isomorphism and collective rationality in organizational fields (2004)Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies (2006)Does Management Matter? Evidence from India (2011)Theoretical Perspectives for Strategic Human Resource Management (1992)THE IMPACT OF HUMAN RESOURCE MANAGEMENT ON ORGANIZATIONAL PERFORMANCE: PROGRESS AND PROSPECTS. (1996)Electronic word-of-mouth via consumer-opinion platforms: What motivates consumers to articulate themselves on the Internet? (2004)FOUCAULT, POWER/KNOWLEDGE, AND ITS RELEVANCE FOR HUMAN RESOURCE MANAGEMENT (1993)An Exploration of How the Employee–Organization Relationship Affects the Linkage Between Perception of Developmental Human Resource Practices and Employee Outcomes* (2007)HRM and Performance: Achievements, Methodological Issues and Prospects (2008)The Knowledge Economy (2004)Strategic talent management: A review and research agenda (2009)
this work references cited by second hop

References

  • 1979The measurement of organizational commitment8,817 cited
  • 1995Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry3,700 cited
  • 2015Strategic human resource management3,437 cited
  • 1997Human resource management and performance: a review and research agenda1,871 cited
  • 1994How Common is Workplace Transformation and Who Adopts it?1,638 cited
  • 1987HUMAN RESOURCE MANAGEMENT AND INDUSTRIAL RELATIONS[1]1,352 cited
  • 1998Issues of fit in strategic human resource management: Implications for research1,034 cited
  • 1995Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry1,002 cited
  • 1996What Works at Work: Overview and Assessment783 cited
  • 1986Managing Human Assets.732 cited
  • 1959Industrial Relations Systems703 cited
  • 1988Developments in the Management of Human Resources684 cited
  • 1963British Journal of Industrial Relations.570 cited
  • 1999Human resource management ‐ the workers' verdict529 cited
  • 1960Industrial Relations Systems.526 cited

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  • 1999Britain At Work: As Depicted by the 1998 Workplace Employee Relations Survey464 cited
  • Cited by

    • 2013Human Resource Management, Employee Exchange Relationships, and Performance in Small Businesses105 cited
    • 2011Ideological currency in psychological contracts: the role of team relationships in a reciprocity perspective60 cited
    • 2014Exploring the ideological undercurrents of HRM: workplace values and beliefs in Ireland and New Zealand46 cited
    • 2015The labour market for jazz musicians in Paris and London: Formal regulation and informal norms45 cited
    • 2013An employee-centred analysis: professionals' experiences and reactions to HRM37 cited
    • 2016The pursuit of HR outsourcing in an emerging economy: The effects of HRM strategy on HR labour costs22 cited
    • 2017Worker participation in union activities: a conceptual review21 cited
    • 2009The influence of business strategy on the decision to outsource human resource activities19 cited
    • 2019Towards a sustainable HRM in Latin America? Union-management relationship in Chile18 cited
    • 2011Supportive Legislation, Unsupportive Employers and Collective Bargaining in New Zealand14 cited
    • 2020Operationalizing the antecedents and outcomes of union participation in the Indian context3 cited