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Antecedents of Managers’ People Management
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Antecedents of Managers’ People Management (2021)Antecedents of Managers’ People ManagementEmployee Perceptions of Line Management Performance: Applying the AMO Theory to Explain the Effectiveness of Line Managers' HRM Implementation (2013)Employee Perceptions of Line …Back to the Future? Performance‐Related Pay, Empirical Research, and the Perils of Persistence (2008)Back to the Future? Performan…Front‐line managers as agents in the HRM‐performance causal chain: theory, analysis and evidence (2006)Front‐line managers as agents…Commonalities and contradictions in HRM and performance research (2005)Commonalities and contradicti…Red Tape and Public Employees: Does Perceived Rule Dysfunction Alienate Managers? (2004)Red Tape and Public Employees…RELATIONSHIPS AMONG SUPERVISORS' AND SUBORDINATES' PROCEDURAL JUSTICE PERCEPTIONS AND ORGANIZATIONAL CITIZENSHIP BEHAVIORS. (2003)RELATIONSHIPS AMONG SUPERVISO…Intrinsic and extrinsic motivation: A hierarchical model. (2002)Intrinsic and extrinsic motiv…WHEN JOB DISSATISFACTION LEADS TO CREATIVITY: ENCOURAGING THE EXPRESSION OF VOICE. (2001)WHEN JOB DISSATISFACTION LEAD…PERCEIVED ORGANIZATIONAL SUPPORT AND LEADER-MEMBER EXCHANGE: A SOCIAL EXCHANGE PERSPECTIVE. (1997)PERCEIVED ORGANIZATIONAL SUPP…Commitment and employee behavior: Comparison of affective commitment and continuance commitment with perceived organizational support. (1993)Commitment and employee behav…A Theory Of Government “Red Tape” (1993)A Theory Of Government “Red T…Perceived organizational support and employee diligence, commitment, and innovation. (1990)Perceived organizational supp…Perceived organizational support. (1986)Perceived organizational supp…Stress, social support, and the buffering hypothesis. (1985)Stress, social support, and t…Stress, social support, and the buffering hypothesis. 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References

  • 1985Stress, social support, and the buffering hypothesis.18,064 cited
  • 1986Perceived organizational support.7,053 cited
  • 1997PERCEIVED ORGANIZATIONAL SUPPORT AND LEADER-MEMBER EXCHANGE: A SOCIAL EXCHANGE PERSPECTIVE.3,773 cited
  • 1990Perceived organizational support and employee diligence, commitment, and innovation.3,064 cited
  • 2001WHEN JOB DISSATISFACTION LEADS TO CREATIVITY: ENCOURAGING THE EXPRESSION OF VOICE.2,790 cited
  • 1985Stress, social support, and the buffering hypothesis.1,590 cited
  • 2005Commonalities and contradictions in HRM and performance research1,539 cited
  • 1993Commitment and employee behavior: Comparison of affective commitment and continuance commitment with perceived organizational support.1,430 cited
  • 1984Toward a Theory of Social Support: Closing Conceptual Gaps1,427 cited
  • 2006Front‐line managers as agents in the HRM‐performance causal chain: theory, analysis and evidence925 cited
  • 2002Intrinsic and extrinsic motivation: A hierarchical model.474 cited
  • 2003RELATIONSHIPS AMONG SUPERVISORS' AND SUBORDINATES' PROCEDURAL JUSTICE PERCEPTIONS AND ORGANIZATIONAL CITIZENSHIP BEHAVIORS.405 cited
  • 2008Back to the Future? Performance‐Related Pay, Empirical Research, and the Perils of Persistence389 cited
  • 1993A Theory Of Government “Red Tape”387 cited

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  • 2013Employee Perceptions of Line Management Performance: Applying the AMO Theory to Explain the Effectiveness of Line Managers' HRM Implementation383 cited
  • 2004Red Tape and Public Employees: Does Perceived Rule Dysfunction Alienate Managers?320 cited
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