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How do Procurement and Separation relate with Performance Management System among Employees? Testing the Mediating role of ICT Adoption
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How do Procurement and Separation relate with Performance Management System among Employees? Testing the Mediating role of ICT Adoption (2013)How do Procurement and Separation relate …Advanced Mediating Effects Tests, Multi-Group Analyses, and Measurement Model Assessments in PLS-Based SEM (2014)Advanced Mediating Effects Te…Review of the main developments in the analytic hierarchy process (2011)Review of the main developmen…Explaining Turnover Intention in State Government (2008)Explaining Turnover Intention…Research in e-HRM: Review and implications (2007)Research in e-HRM: Review and…Employee Turnover and Organizational Performance: Testing a Hypothesis from Classical Public Administration (2007)Employee Turnover and Organiz…Critical success factors for implementing enterprise portals (2007)Critical success factors for …Coaching leaders in middle and executive management: goals, performance, buy‐in (2007)Coaching leaders in middle an…An analysis of sources of risk in the consumer electronics industry (2007)An analysis of sources of ris…The use and impact of human resource information systems on human resource management professionals (2006)The use and impact of human r…A universalistic perspective for explaining the relationship between HRM practices and firm performance at different points in time (2006)A universalistic perspective …Managing talent to maximize performance (2004)Managing talent to maximize p…Individual-Level Factors and Organizational Performance in Government Organizations (2004)Individual-Level Factors and …High performance work systems, organisational culture and firm effectiveness (2004)High performance work systems…A Partial Least Squares Latent Variable Modeling Approach for Measuring Interaction Effects: Results from a Monte Carlo Simulation Study and an Electronic-Mail Emotion/Adoption Study (2003)A Partial Least Squares Laten…Understanding the Impact of Human Resource Diversity Practices on Firm Performance (2001)Understanding the Impact of H…Competing for the Future (1994)Competing for the FutureInvestigating Causal Relations by Econometric Models and Cross-spectral Methods (1969)EFFECTS OF HUMAN RESOURCE SYSTEMS ON MANUFACTURING PERFORMANCE AND TURNOVER. (1994)The Ties that Bind: Social Networks, Person-Organization Value Fit, and Turnover Intention (2007)Collective Turnover at the Group, Unit, and Organizational Levels: Evidence, Issues, and Implications (2010)Turnover rates and organizational performance: A meta-analysis. (2012)Econometric Analysis of Panel Data (2021)Human Resource Management: A Critical Text (1994)THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE. (1995)The use of human resource information systems: a survey (2001)Analyzing the impact of HRIS implementations on HR personnel’s job satisfaction and turnover intention (2012)Does e-HRM lead to better HRM service? (2015)AI-augmented HRM: Antecedents, assimilation and multilevel consequences (2021)The measurement of organizational commitment (1979)The measurement and antecedents of affective, continuance and normative commitment to the organization (1990)A three-component conceptualization of organizational commitment (1991)Public Service Motivation and the Assumption of Person—Organization Fit (2008)Pulling the Levers: Transformational Leadership, Public Service Motivation, and Mission Valence (2011)Public Service Motivation: A Systematic Literature Review and Outlook (2016)The Iron Cage Revisited: Institutional Isomorphism and Collective Rationality in Organizational Fields (1983)Firm Resources and Sustained Competitive Advantage (1991)User Acceptance of Information Technology: Toward A Unified View1 (2003)Electronic Human Resource Management: challenges in the digital era (2009)Conceptualising the future of HRM and technology research (2016)Electronic HRM: four decades of research on adoption and consequences (2016)Principles and Practice of Structural Equation Modeling (1998)Index Construction with Formative Indicators: An Alternative to Scale Development (2001)Lateral Collinearity and Misleading Results in Variance-Based SEM: An Illustration and Recommendations (2012)A revised framework of social exchange theory to investigate the factors influencing residents' perceptions (2015)I believe, therefore I achieve (and vice versa): A meta-analytic cross-lagged panel analysis of self-efficacy and academic performance (2017)Procurement 4.0 and its implications on business process performance in a circular economy (2019)The magical number seven, plus or minus two: Some limits on our capacity for processing information. (1956)The Analytic Hierarchy Process (1985)The magical number seven, plus or minus two: Some limits on our capacity for processing information. (1994)The analytic hierarchy process and analytic network process: an overview of applications (2010)STATE OF ART SURVEYS OF OVERVIEWS ON MCDM/MADM METHODS (2014)A bibliometric-based survey on AHP and TOPSIS techniques (2017)Mail and Telephone Surveys: The Total Design Method. (1982)Organizational culture and leadership (1993)Challenges and prospects of HRM in developing countries: testing the HRM–performance link in the Eritrean civil service (2006)Improving innovation performance through knowledge acquisition: the moderating role of employee retention and human resource management practices (2018)The Culture for Open Innovation Dynamics (2020)Structural equation modeling in practice: A review and recommended two-step approach. (1988)Perceived Usefulness, Perceived Ease of Use, and User Acceptance of Information Technology (1989)Structural Equations with Latent Variables (1989)How to Write Up and Report PLS Analyses (2009)Using PLS Path Modeling for Assessing Hierarchical Construct Models: Guidelines and Empirical Illustration1 (2009)Partial Least Squares Structural Equation Modeling (PLS-SEM) Using R (2021)Investment in Human Capital: A Theoretical Analysis (1962)Exit, Voice and Loyalty: Responses to Decline in Firms, Organizations, and States. (1970)Does My Boss's Gender Matter? Explaining Job Satisfaction and Employee Turnover in the Public Sector (2012)Work Design–Related Antecedents of Turnover Intention: A Multilevel Approach (2013)Transformational leadership, employee turnover intention, and actual voluntary turnover in public organizations (2016)The Relational View: Cooperative Strategy and Sources of Interorganizational Competitive Advantage (1998)Bridging Epistemologies: The Generative Dance Between Organizational Knowledge and Organizational Knowing (1999)Managing Firm Resources in Dynamic Environments to Create Value: Looking Inside the Black Box (2007)
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References

  • 2003A Partial Least Squares Latent Variable Modeling Approach for Measuring Interaction Effects: Results from a Monte Carlo Simulation Study and an Electronic-Mail Emotion/Adoption Study6,477 cited
  • 1994Competing for the Future5,759 cited
  • 2011Review of the main developments in the analytic hierarchy process1,240 cited
  • 2004Individual-Level Factors and Organizational Performance in Government Organizations639 cited
  • 2014Advanced Mediating Effects Tests, Multi-Group Analyses, and Measurement Model Assessments in PLS-Based SEM596 cited
  • 2007Research in e-HRM: Review and implications571 cited
  • 2004High performance work systems, organisational culture and firm effectiveness371 cited
  • 2007Employee Turnover and Organizational Performance: Testing a Hypothesis from Classical Public Administration285 cited
  • 2008Explaining Turnover Intention in State Government245 cited
  • 2006The use and impact of human resource information systems on human resource management professionals230 cited
  • 2004Managing talent to maximize performance227 cited
  • 2001Understanding the Impact of Human Resource Diversity Practices on Firm Performance151 cited
  • 2007An analysis of sources of risk in the consumer electronics industry145 cited
  • 2007Critical success factors for implementing enterprise portals

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136 cited
  • 2006A universalistic perspective for explaining the relationship between HRM practices and firm performance at different points in time132 cited
  • 2007Coaching leaders in middle and executive management: goals, performance, buy‐in108 cited
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