The Wage Effects of High Performance Work Organization in Manufacturing

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Positive employee attitudes: How much human resource management do you need? (2013, background): “…and de Menezes (2011) (who, however, also use employee perceptions or evaluations alongside their descriptive measure); for North America, see e.g. Cappelli and Neumark (2001), Collins and Smith (2006), Godard (2001), Osterman (1994; 2000; 2006), Wright et al. (2005) and Zatzick and Iverson (2006).”
Are Family Firms Good Employers (2017, background): “We add Male and Blue Collar to control for potential gender and workforce compositi n influences (Joshi, Jooyeon Son, & Hyuntak Roh, 2015; Osterman, 2006; Trevor & Nyberg, 2008).”
The Intrinsic Value of Decision Rights (2014, background): “The empirical results on the correlation between HPWS and higher wage levels are mixed, however, (e.g., Handel and Levine 2004, Osterman 2006).”
High-performance work systems and performance of French small- and medium-sized enterprises: examining causal order (2011, background): “In this sense, Osterman ( 2006 ) thinks that HPWSs are characterized by a set of HR practices that serve to enhance the involvement, commitment and competencies of the employee by transforming the employees from merely being workers into partners who are realizing with employers'/company's goals.”