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Human resource practices and migrant workers' turnover intentions: T he roles of post‐migration place identity and justice perceptions
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Human resource practices and migrant workers' turnover intentions: T he roles of post‐migration place identity and justice perceptions (2018)Human resource practices and migrant work…How Does Human Resource Management Influence Organizational Outcomes? A Meta-analytic Investigation of Mediating Mechanisms (2012)How Does Human Resource Manag…The Impact of High-Performance Human Resource Practices on Employees’ Attitudes and Behaviors (2010)The Impact of High-Performanc…High-Performance Human Resource Practices, Citizenship Behavior, and Organizational Performance: A Relational Perspective (2007)High-Performance Human Resour…HOW MUCH DO HIGH‐PERFORMANCE WORK PRACTICES MATTER? A META‐ANALYSIS OF THEIR EFFECTS ON ORGANIZATIONAL PERFORMANCE (2006)HOW MUCH DO HIGH‐PERFORMANCE …Understanding HRM-Firm Performance Linkages: The Role of the "Strength" of the HRM System (2004)Understanding HRM-Firm Perfor…The Group Engagement Model: Procedural Justice, Social Identity, and Cooperative Behavior (2003)The Group Engagement Model: P…On the dimensionality of organizational justice: A construct validation of a measure. (2001)On the dimensionality of orga…Advances in Organizational Justice (2001)Advances in Organizational Ju…Multilevel Theory, Research, and Methods in Organizations: Foundations, Extensions, and New Directions (2000)Multilevel Theory, Research, …Self-categorisation, commitment to the group and group self-esteem as related but distinct aspects of social identity (1999)Self-categorisation, commitme…MODES OF THEORIZING IN STRATEGIC HUMAN RESOURCE MANAGEMENT: TESTS OF UNIVERSALISTIC, CONTINGENCY, AND CONFIGURATIONS. PERFORMANCE PREDICTIONS. 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References

  • 2001On the dimensionality of organizational justice: A construct validation of a measure.5,743 cited
  • 2000Multilevel Theory, Research, and Methods in Organizations: Foundations, Extensions, and New Directions4,907 cited
  • 1984Estimating within-group interrater reliability with and without response bias.4,773 cited
  • 1973The processes of causal attribution.4,031 cited
  • 1996MODES OF THEORIZING IN STRATEGIC HUMAN RESOURCE MANAGEMENT: TESTS OF UNIVERSALISTIC, CONTINGENCY, AND CONFIGURATIONS. PERFORMANCE PREDICTIONS.3,705 cited
  • 2004Understanding HRM-Firm Performance Linkages: The Role of the "Strength" of the HRM System2,992 cited
  • 1980The Belief in a Just World2,655 cited
  • 2012How Does Human Resource Management Influence Organizational Outcomes? A Meta-analytic Investigation of Mediating Mechanisms2,455 cited
  • 1987A Taxonomy of Organizational Justice Theories2,308 cited
  • 2003The Group Engagement Model: Procedural Justice, Social Identity, and Cooperative Behavior2,100 cited
  • 2006HOW MUCH DO HIGH‐PERFORMANCE WORK PRACTICES MATTER? A META‐ANALYSIS OF THEIR EFFECTS ON ORGANIZATIONAL PERFORMANCE2,097 cited
  • 1980Cross-Cultural Research Methods2,067 cited
  • 2007High-Performance Human Resource Practices, Citizenship Behavior, and Organizational Performance: A Relational Perspective1,482 cited
  • 1999Self-categorisation, commitment to the group and group self-esteem as related but distinct aspects of social identity

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1,457 cited
  • 2001Advances in Organizational Justice1,408 cited
  • 2010The Impact of High-Performance Human Resource Practices on Employees’ Attitudes and Behaviors1,293 cited
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