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Industrial Relations Climate
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Industrial Relations Climate (2008)Industrial Relations ClimateHow does COVID-19 affect workplace employee relations in China? Evidence based on a survey of firms from Guangdong province (2024)How does COVID-19 affect work…Do union strategic influence, job security and the industrial relations climate matter for the adoption of high performance work systems? (2023)Do union strategic influence,…What do unions do… for temps? Collective bargaining and the wage penalty (2021)What do unions do… for temps?…Peering Inside the “Black Box”: The Impact of Management-Side Representatives on the Industrial Relations Climate of Organizations (2019)Peering Inside the “Black Box…Evaluating the State of the Employment Relationship: A Balanced Scorecard Approach Built on Mackenzie King’s Model of an Industrial Relations System (2019)Evaluating the State of the E…The consequences of dual and unilateral commitment to the organisation and union (2016)The consequences of dual and …A review on factors contributing to declining trade union membership in Malaysia (2016)A review on factors contribut…A Theory of Cognitive Dissonance (1957)Self-Reports in Organizational Research: Problems and Prospects (1986)A Theory of Cognitive Dissonance (2017)Unravelling the foci of employee commitment (2017)Understanding Union Commitment Among Young Workers: A Cross-Theoretical Perspective (2021)DUAL AND UNILATERAL COMMITMENT AMONG STEWARDS AND RANK-AND-FILE UNION MEMBERS. (1988)Linkages between Industrialization Strategies and Industrial Relations/Human Resource Policies: Singapore, Malaysia, the Philippines, and India (1996)RESEARCH NOTES: THE ANTECEDENTS AND CONSEQUENCES OF UNION COMMITMENT: A META-ANALYSIS. (1999)The balanced scorecard : measures that drive performance (1992)The balanced scorecard--measures that drive performance. (1992)Alternative balanced scorecards built from paradigm models in strategic HRM and employment/industrial relations and used to measure the state of employment relations and HR system performance across U.S. workplaces (2020)Capital: A Critique of Political Economy (2020)THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE. (1995)The Transformation of American Industrial Relations. (1995)Research and theory on high‐performance work systems: progressing the high‐involvement stream (2008)Human Capital. A Theoretical and Empirical Analysis, with Special Reference to Education (1965)Internal Labor Markets and Manpower Analysis. (1972)Common method biases in behavioral research: A critical review of the literature and recommended remedies. (2003)Estimating Nonresponse Bias in Mail Surveys (1977)Evaluating Structural Equation Models with Unobservable Variables and Measurement Error (1981)Overall job satisfaction: How good are single-item measures? (1997)The Impact of the COVID-19 Pandemic on Firm Performance (2020)Single Item Measures in Psychological Science (2022)Power dynamics, informal labor, and workforce management in small-scale enterprises: analyzing employment relations through regulatory and sociocultural lenses (2025)
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  • 2016The consequences of dual and unilateral commitment to the organisation and union18 cited
  • 2019Evaluating the State of the Employment Relationship: A Balanced Scorecard Approach Built on Mackenzie King’s Model of an Industrial Relations System10 cited
  • 2024How does COVID-19 affect workplace employee relations in China? Evidence based on a survey of firms from Guangdong province8 cited
  • 2016A review on factors contributing to declining trade union membership in Malaysia7 cited
  • 2021What do unions do… for temps? Collective bargaining and the wage penalty6 cited
  • 2019Peering Inside the “Black Box”: The Impact of Management-Side Representatives on the Industrial Relations Climate of Organizations5 cited
  • 2023Do union strategic influence, job security and the industrial relations climate matter for the adoption of high performance work systems?4 cited

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