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Impact of Best HRM Practices on Retaining the Best Employees: A Study on Selected Bangladeshi Firms
16 references·5 citing·46 second hop
Impact of Best HRM Practices on Retaining the Best Employees: A Study on Selected Bangladeshi Firms (2016)Impact of Best HRM Practices on Retaining…How can managers reduce employee intention to quit? (2004)How can managers reduce emplo…Impact of people management practices on organizational performance: analysis of a causal model (2003)Impact of people management p…Voluntary turnover: knowledge management – friend or foe? (2002)Voluntary turnover: knowledge…Strategic Human Resources Management (2001)Strategic Human Resources Man…Turnover: The Real Bottom Line (2000)Turnover: The Real Bottom LineA Market-Driven Approach to Retaining Talent. (2000)A Market-Driven Approach to R…Career Commitment as a Complex Moderator of Organizational Commitment and Thrnover Intention (1999)Career Commitment as a Comple…Voluntary turnover and job performance: Curvilinearity and the moderating influences of salary growth and promotions. (1997)Voluntary turnover and job pe…Human Resources and Personnel Management (1996)Human Resources and Personnel…Bangladesh economic review (1995)Bangladesh economic reviewReinforcement, Reward, and Intrinsic Motivation: A Meta-Analysis (1994)Reinforcement, Reward, and In…Unraveling the mysteries of gender differences in intentions to leave the organization (1992)Unraveling the mysteries of g…Distributive and Procedural Justice as Antecedents of Job Dissatisfaction and Intent to Turnover (1992)Distributive and Procedural J…Compensation, Organizational Strategy, and Firm Performance (1992)Compensation, Organizational …Repositioning the Human Resource Function: Transformation or Demise? (1990)Repositioning the Human Resou…Job Analysis: Methods and Applications (1979)Job Analysis: Methods and App…Creating organizational value and sustainability through green HR practices: An innovative approach with the moderating role of top management support (2023)Creating organizational value…Study of Staff Training at Educational Hospitals by Qualitative Approach (2021)Study of Staff Training at Ed…The Impact of HR Practices on Employees’ Performance: An Imperative Role of Islamic Work Ethics (2019)The Impact of HR Practices on…Human Resources Management Practices and Employees' Performance in Bahrain Airport Services Company (2019)Human Resources Management Pr…Green Human Resource Management: A Theoretical Overview (2016)Green Human Resource Manageme…The measurement of organizational commitment (1979)Firm Resources and Sustained Competitive Advantage (1991)THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE. (1995)Satisfaction with HR practices and commitment to the organisation: why one size does not fit all (2005)Human Resource Flexibility as a Mediating Variable Between High Performance Work Systems and Performance (2008)Does intellectual capital mediate the relationship between HRM and organizational performance? Perspective of a healthcare industry in Taiwan (2009)Generalized expectancies for internal versus external control of reinforcement. (1966)Understanding Attitudes and Predicting Social Behavior (1980)Structural equation modeling in practice: A review and recommended two-step approach. (1988)Locus of control at work: a meta‐analysis (2006)Turning their Pain to Gain: Charismatic Leader Influence on Follower Stress Appraisal and Job Performance (2015)Handbook of Industrial and Organizational Psychology. 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(1989)The effect of organizational structure on perceptions of procedural fairness. (2000)Antecedents and consequences of justice perceptions in performance appraisals (2002)The Impact of Ethical Leadership Behavior on Employee Outcomes: The Roles of Psychological Empowerment and Authenticity (2004)A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. (1990)The measurement and antecedents of affective, continuance and normative commitment to the organization (1990)A three-component conceptualization of organizational commitment (1991)Turnover of Information Technology Workers: Examining Empirically the Influence of Attitudes, Job Characteristics, and External Markets (2002)Innovative human resource practices and organizational commitment: an empirical investigation (2003)Organizational career growth, affective occupational commitment and turnover intentions (2012)Social Capital and Organizational Performance: Evidence from Urban Public Schools (2006)Creating flexible work arrangements through idiosyncratic deals. (2008)Beyond top‐down and bottom‐up work redesign: Customizing job content through idiosyncratic deals (2010)Intellectual capital ROI: a causal map of human capital antecedents and consequents (2002)A review of the literature on employee turnover (2007)Employee retention and turnover: Using motivational variables as a panacea (2009)Microfinancing in Bangladesh: Impact on households, consumption and welfare (2008)Health System in Bangladesh: Challenges and Opportunities (2014)Barriers to green supply chain management: An emerging economy context (2019)Human resource management and performance: lessons from the Netherlands (2001)Strategic human resource management: integrating the universalistic, contingent, configurational and contextual perspectives (2005)‘Intended’ and ‘implemented’ HRM: the missing linchpin in strategic human resource management research (2006)
this work references cited by second hop

References

  • 1994Reinforcement, Reward, and Intrinsic Motivation: A Meta-Analysis1,150 cited
  • 2004How can managers reduce employee intention to quit?815 cited
  • 2000Turnover: The Real Bottom Line569 cited
  • 1992Distributive and Procedural Justice as Antecedents of Job Dissatisfaction and Intent to Turnover453 cited
  • 1992Compensation, Organizational Strategy, and Firm Performance447 cited
  • 2000A Market-Driven Approach to Retaining Talent.434 cited
  • 2003Impact of people management practices on organizational performance: analysis of a causal model430 cited
  • 1997Voluntary turnover and job performance: Curvilinearity and the moderating influences of salary growth and promotions.410 cited
  • 1995Bangladesh economic review375 cited
  • 1999Career Commitment as a Complex Moderator of Organizational Commitment and Thrnover Intention342 cited
  • 2002Voluntary turnover: knowledge management – friend or foe?252 cited
  • 2001Strategic Human Resources Management251 cited
  • 1996Human Resources and Personnel Management244 cited
  • 1979Job Analysis: Methods and Applications209 cited
  • 1990Repositioning the Human Resource Function: Transformation or Demise?181 cited

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  • 1992Unraveling the mysteries of gender differences in intentions to leave the organization152 cited
  • Cited by

    • 2016Green Human Resource Management: A Theoretical Overview67 cited
    • 2023Creating organizational value and sustainability through green HR practices: An innovative approach with the moderating role of top management support30 cited
    • 2019The Impact of HR Practices on Employees’ Performance: An Imperative Role of Islamic Work Ethics4 cited
    • 2019Human Resources Management Practices and Employees' Performance in Bahrain Airport Services Company1 cited
    • 2021Study of Staff Training at Educational Hospitals by Qualitative Approach1 cited