HR practices, interpersonal relations, and intrafirm knowledge transfer in knowledge intensive firms: A social network perspective

By Robert Kaše, J. Paauwe, Nada Zupan. 2009

188 citations recorded by the source corpus.

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The turn to employees in the measurement of human resource practices: A critical review and proposed way forward (2019, background): “…Chen, Zhang, and Fey (2011); Conway and Monks (2008); Gong, Law, Chang, and Xin (2009); Harley, Allen, and Sargent (2007); Jensen et al. (2013); Kaše, Paauwe, and Zupan (2009); Kaya, Koc, and Topcu (2010); Kehoe and Wright (2013); Kooij et al. (2013); Lee et al. (2015); Mackie et al. (2001);…”
A social network perspective on turnover intentions: The role of distributive justice and social support (2013, background): “Research by Kaše, Paauwe, and Zupan (2009) suggests that HR practices are able to exert at least some influence on the social structures within organizations where knowledge management is crucial (as is the case in our setting).”
Individual connectedness in innovation networks: On the role of individual motivation (2013, background): “…network researchers seldom discuss the effects of individual psychological differences on network structure and particularly not in the context of knowledge transfer, while scholars in the field of HRM seldom consider social networks (Mehra et al., 2001; Minbaeva et al., 2003; Kaše et al., 2009).”