Strategic human resource management: The evolution of the field

By Mark L. Lengnick-Hall, Cynthia A. Lengnick-Hall, Leticia S. Andrade, B. Drake. 2009

682 citations recorded by the source corpus.

Subfields: Accounting, Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/11dcec0dce77ca49f2e8bf54d38ea5bc67463a5e

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Accounting

1. Kaifeng Jiang
2. Jia Hu
3. Sandra L. Fisher
4. David P. Lepak
5. Janet H. Marler
6. K. van de Voorde
7. R. Peccei
8. M. Alagaraja

In Organizational Behavior and Human Resource Management

1. K. van de Voorde
2. Jie Shen
3. R. Peccei
4. Janet H. Marler
5. Kaifeng Jiang
6. Jia Hu
7. J. Baer
8. Hongru Zhang

In Strategy and Management

1. Jie Shen
2. K. van de Voorde
3. Janet H. Marler
4. Kaifeng Jiang
5. R. Peccei
6. Jia Hu
7. Hongru Zhang
8. Sandra L. Fisher

Citations in the corpus

• How Does Human Resource Management Influence Organizational Outcomes? A Meta-analytic Investigation of Mediating Mechanisms (2012, background): “Researchers have recently called for studies to simultaneously examine multiple outcome variables that have only been studied independently before (Lengnick-Hall et al., 2009).”
• The Application of the Multilevel Paradigm in Human Resource Management–Outcomes Research: Taking Stock and Going Forward (2019, background): “A number of recent theoretical, methodological, and empirical reviews of HRM-outcomes research have touched on multilevel issues (Gerhart, 2013; Jackson et al., 2014; K. Jiang et al., 2013; Lengnick-Hall et al., 2009; Lepak & Boswell, 2012; Lepak et al., 2012; Peccei et al., 2013).”
• HRD and HRM Perspectives on Organizational Performance (2013, background): “The distinction in studying single or sets of HRM practices and OP is important as it underlines the fit and contingent relationships between HR practices and organizational outcomes (Lengnick-Hall et al., 2009).”
• The Influence of Motivation, Work Discipline, and Compensation on Employee Performance (2021, background): “Some experts argue that the definition of work discipline is a management action to uphold organizational standards (Mangkunegara & Octorend, 2015; Lemon & Palenchar, 2018; Lengnick-Hall et al., 2009).”
• An evidence-based review of e-HRM and strategic human resource management (2013, methodology): “’s [17] chronological stages of strategic HRM research.”
• Socially Responsible Human Resource Management and Employee Support for External CSR: Roles of Organizational CSR Climate and Perceived CSR Directed Toward Employees (2017, background): “Based on the HRM behavioral literature on the relationship between HRM practices and the resulting employee attitudes and behavior (e.g., Bowen and Ostroff 2004; Lengnick-Hall et al. 2009), our study provides a concrete, actionable recommendation for how to undertake this.”