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The impact of AMO-HR systems on proactive employee behavior: The mediating contribution of leader-member and team-member exchange
16 references·1 citing·50 second hop
The impact of AMO-HR systems on proactive employee behavior: The mediating contribution of leader-member and team-member exchange (2020)The impact of AMO-HR systems on proactive…Green human resource management and environmental cooperation: An ability-motivation-opportunity and contingency perspective (2019)Green human resource manageme…Factors affecting employee performance: an empirical approach (2018)Factors affecting employee pe…Perceptions of HR practices and innovative work behavior: the moderating effect of an innovative climate (2017)Perceptions of HR practices a…Do high-commitment work systems affect creativity? A multilevel combinational approach to employee creativity. (2014)Do high-commitment work syste…Leader-Follower Congruence in Proactive Personality and Work Outcomes: The Mediating Role of Leader-Member Exchange (2012)Leader-Follower Congruence in…Does HRM facilitate employee creativity and organizational innovation? 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(2003)Recovery, work engagement, an…Manufacturing Advantage: Why High-Performance Work Systems Pay Off (2001)Manufacturing Advantage: Why …Human Resources Information System (HRIS) to Enhance Civil Servants’ Innovation Outcomes: Compulsory or Complimentary? (2023)Human Resources Information S…Structural equation modeling in practice: A review and recommended two-step approach. (1988)Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives (1999)Common method biases in behavioral research: A critical review of the literature and recommended remedies. (2003)Navigating Uncharted Waters (2014)Employee creativity and innovation in organizations (2016)Perceived organizational support, employee creativity and proactive personality: The mediating effect of meaning of work (2018)Development and validation of brief measures of positive and negative affect: The PANAS scales. 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A Role Theory Perspective on LMX Agreement (2014)How Servant Leadership Influences Organizational Citizenship Behavior: The Roles of LMX, Empowerment, and Proactive Personality (2015)When Is Proactivity Wise? A Review of Factors That Influence the Individual Outcomes of Proactive Behavior (2018)Nature of Prejudice (1954)Cultures and Organizations: Software of the Mind. (1993)A Multilevel Model of Team Goal Orientation, Information Exchange, and Creativity (2012)Motivational mechanisms of employee creativity: A meta-analytic examination and theoretical extension of the creativity literature (2016)Exchange and Power in Social Life (2017)Impact of inclusive leadership on innovative work behavior: The role of psychological safety (2017)THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON PERCEPTIONS OF ORGANIZATIONAL PERFORMANCE. (1996)A Handbook of Human Resource Management Practice (1999)Proactive Behavior in Organizations (2000)Employee psychological well-being and job performance: exploring mediating and moderating mechanisms (2020)Impact of COVID-19 outbreak on employee performance – Moderating role of industry 4.0 base technologies (2021)Impact of Employees' Workplace Environment on Employees' Performance: A Multi-Mediation Model (2022)Evaluating Structural Equation Models with Unobservable Variables and Measurement Error (1981)Green logistics performance and sustainability reporting practices of the logistics sector: The moderating effect of corporate governance (2020)A bibliometric analysis of ESG performance in the banking industry: From the current status to future directions (2022)Examining the Ability, Motivation and Opportunity (AMO) framework in HRM research: Conceptualization, measurement and interactions (2023)Fuel of the self-starter: How mood relates to proactive goal regulation. (2011)Good morning, good day: A diary study on positive emotions, hope, and work engagement (2012)The role of weekly high‐activated positive mood, context, and personality in innovative work behavior: A multilevel and interactional model (2013)Commonalities and contradictions in HRM and performance research (2005)High-Performance Human Resource Practices, Citizenship Behavior, and Organizational Performance: A Relational Perspective (2007)Human resource management and employee well‐being: towards a new analytic framework (2017)
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References

  • 2003Recovery, work engagement, and proactive behavior: A new look at the interface between nonwork and work.1,852 cited
  • 2001Manufacturing Advantage: Why High-Performance Work Systems Pay Off1,544 cited
  • 2010Employee proactivity in organizations: A comparative meta‐analysis of emergent proactive constructs622 cited
  • 2012Leader-Follower Congruence in Proactive Personality and Work Outcomes: The Mediating Role of Leader-Member Exchange598 cited
  • 2018Factors affecting employee performance: an empirical approach591 cited
  • 2009GETTING CREDIT FOR PROACTIVE BEHAVIOR:SUPERVISOR REACTIONS DEPEND ON WHAT YOU VALUE AND HOW YOU FEEL555 cited
  • 2010Unfolding the Proactive Process for Creativity450 cited
  • 2009Proactive Personality, Employee Creativity, and Newcomer Outcomes: A Longitudinal Study395 cited
  • 2007Antecedents of Day-Level Proactive Behavior: A Look at Job Stressors and Positive Affect During the Workday†362 cited
  • 2019Green human resource management and environmental cooperation: An ability-motivation-opportunity and contingency perspective349 cited
  • 2008Human Resource Flexibility as a Mediating Variable Between High Performance Work Systems and Performance337 cited
  • 2017Perceptions of HR practices and innovative work behavior: the moderating effect of an innovative climate336 cited
  • 2012Does HRM facilitate employee creativity and organizational innovation? A study of Chinese firms302 cited

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  • 2014Do high-commitment work systems affect creativity? A multilevel combinational approach to employee creativity.265 cited
  • 2010The impact of diversity and equality management on firm performance: Beyond high performance work systems264 cited
  • 2010Proactive Personality and Employee Creativity: The Effects of Job Creativity Requirement and Supervisor Support for Creativity219 cited
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    • 2023Human Resources Information System (HRIS) to Enhance Civil Servants’ Innovation Outcomes: Compulsory or Complimentary?35 cited