Strategic human resource management, firm performance, and employee relations climate in China

By H. Ngo, Chung-Ming Lau, S. Foley. 2008

228 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/145112bdf27f85d72e7061f959b8bbfeac6cc7fe

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. Florian Kunze
2. Cynthia A. Lengnick-Hall
3. Mark L. Lengnick-Hall
4. B. Drake
5. Leticia S. Andrade
6. Stephan A. Boehm
7. Sandra L. Fisher
8. Janet H. Marler

In Communication

1. Florian Kunze
2. Karin Sanders
3. M. Warner
4. Xiaobei Li
5. S. Frenkel

In Organizational Behavior and Human Resource Management

1. Stephan A. Boehm
2. Florian Kunze
3. S. Frenkel
4. Xiaobei Li
5. Björn Michaelis
6. Cynthia A. Lengnick-Hall
7. Mark L. Lengnick-Hall
8. Karin Sanders

Citations in the corpus

• Reassessing human resource management ‘with Chinese characteristics’: An overview (2008, background): “The more they were foreign-owned, the more likely they were to have HRM embedded; the larger they were, the more likely they were to have HRM practices established; the more southern their location, the more HRM practices were to be found (Ding, Lan and Warner 2001 ; Ngo, Foley and Lau 2008 ).”
• Expanding Insights on the Diversity Climate–Performance Link: The Role of Workgroup Discrimination and Group Size (2014, background): “It signals to employees that the group or organization values the contributions of all members and relies on their full inclusion in order to be successful (Kossek & Zonia, 1993; Mor Barak et al., 1998; Nishii, 2013).”
• How Does Human Resource Management Influence Organizational Outcomes? A Meta-analytic Investigation of Mediating Mechanisms (2012, unknown): “Aryee, and Law (2007) Organizational citizenship behavior Voluntary turnover Productivity Takeuchi, Lepak, Wang, and Takeuchi (2007) Human capital Social exchange relationship Tzafrir (2005a) Selection, training Incentive compensation, internal labor market Employee participation Overall operational”
• Strategic human resource management: The evolution of the field (2009, background): “Ngo, Lau, and Foley (2008) examined SHRM practices in China to assess their impact on firm performance and employee relations climate.”
• Strategic HRM as process: how HR system and organizational climate strength influence Chinese employee attitudes (2011, background): “Regarding implications for management practice, our results suggest that managers should make their HR systems (sets of practices) attractive to employees and communicate this clearly and frequently so that employees appreciate their value (Burton, Lauridsen and Obel 2004 ; Ngo, Lau and Foley 2008”