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People Equity: A New Paradigm for Measuring and Managing Human Capital
4 references·2 citing·25 second hop
People Equity: A New Paradigm for Measuring and Managing Human Capital (2006)People Equity: A New Paradigm for Measuri…Talentship and the New Paradigm for Human Resource Management: From Professional Practices to Strategic Talent Decision Science (2005)Talentship and the New Paradi…Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. (2002)Business-unit-level relations…Driving customer equity : linking customer lifetime value to strategic marketing decisions (2001)Driving customer equity : lin…First, Break All the Rules: What the World's Greatest Managers Do Differently (1999)First, Break All the Rules: W…Does talent management matter? Talent management and the creation of competitive and sustainable entrepreneurship models (2023)Does talent management matter…The influence of organizational culture on talent management (2016)The influence of organization…Consumer Perceptions of Price, Quality, and Value: A Means-End Model and Synthesis of Evidence (1988)A Model of Distributor Firm and Manufacturer Firm Working Partnerships (1990)The Capabilities of Market-Driven Organizations (1994)The CRM Process: Its Measurement and Impact on Performance (2004)Is personalization of services always a good thing? Exploring the role of technology‐mediated personalization (TMP) in service relationships (2009)Commitment, Loyalty And Customer Lifetime Value: Investigating The Relationships Among Key Determinants (2010)The nature and causes of job satisfaction (1976)Handbook of Industrial and Organizational Psychology. (1977)PSYCHOLOGICAL CONDITIONS OF PERSONAL ENGAGEMENT AND DISENGAGEMENT AT WORK. (1990)Antecedents and consequences of employee engagement (2006)Job Engagement: Antecedents and Effects on Job Performance (2010)Organizational culture and leadership (1993)PERSON‐ORGANIZATION FIT: AN INTEGRATIVE REVIEW OF ITS CONCEPTUALIZATIONS, MEASUREMENT, AND IMPLICATIONS (1996)Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework (2006)The Job Demands‐Resources model: state of the art (2007)Redesigning Social Inquiry (2008)Building Better Causal Theories: A Fuzzy Set Approach to Typologies in Organization Research (2011)Does knowledge management mediate the relationship between entrepreneurial orientation and firm performance? (2023)Exploring smart workers' willingness to sacrifice and its managerial entrepreneurship implications towards a new mobility paradigm (2024)Public‐Sector Leadership Theory: An Assessment (2003)Employee Engagement and HRD: A Seminal Review of the Foundations (2009)Determinants of employee engagement and their impact on employee performance (2014)Global Talent Management (2012)Examining talent pools as a core talent management practice in multinational corporations (2019)Sustainable HRM: An extension of the paradox perspective (2020)
this work references cited by second hop

References

  • 2002Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis.4,617 cited
  • 1999First, Break All the Rules: What the World's Greatest Managers Do Differently835 cited
  • 2005Talentship and the New Paradigm for Human Resource Management: From Professional Practices to Strategic Talent Decision Science86 cited
  • 2001Driving customer equity : linking customer lifetime value to strategic marketing decisions78 cited

Cited by

  • 2023Does talent management matter? Talent management and the creation of competitive and sustainable entrepreneurship models19 cited
  • 2016The influence of organizational culture on talent management19 cited

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