Do “high commitment” human resource practices affect employee commitment? A cross-level analysis using hierarchical linear modeling

By E. Whitener. 2001

1,096 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/28be4fb6a90722fe98070b265ddda0a21b9c530e

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

Perceived external prestige and internal respect: New insights into the organizational identification process (2006, background): “However, as noted by Whitener (2001), it is the individual employee’s perception of human resource practices that influence the employee’s attitudes and behaviors.”
Human Resource Flexibility as a Mediating Variable Between High Performance Work Systems and Performance (2008, methodology): “HPWS place special emphasis on finding the right person for each position by, for instance, 1012 Journal of Management / October 2008 considering a high number of candidates for each vacancy (Huselid, 1995; Whitener, 2001) or using extensive and detailed staffing procedures (Snell & Dean, 1992).”
High commitment performance management: the roles of justice and trust (2011, background): “Correspondingly, the practices that represent a high commitment strategy include any sets of HRM policies and procedures that affect employee commitment (Whitener, 2001).”
How Does Human Resource Management Influence Organizational Outcomes? A Meta-analytic Investigation of Mediating Mechanisms (2012, background): “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”
Performance management and teacher performance: the role of affective organizational commitment and exhaustion (2020, background): “One viable explanation for this finding can be found in the literature on high-commitment HRM practices (e.g. Whitener, 2001).”
Predictors of organizational commitment in India: strategic HR roles, organizational learning capability and psychological empowerment (2007, background): “Only a few studies have explored the role of human resource practices in literature (e.g., Allen, 1992; Guzzo et al., 1994; Miceli and Mulvey, 2000; Whitener, 2001).”
Desegregating HRM: A Review and Synthesis of Micro and Macro Human Resource Management Research (2002, background): “Whitener (2001) examined the relationships among HR practices, employees’ perceived organizational support, organizational commitment, and trust in management among”
High-performance work system and employee creativity: The roles of perceived organisational support and devolved management (2017, background): “According to social-exchange theory, human resource management (HRM) practices that are perceived by employees to demonstrate organisations’ commitment to staff will be reciprocated with positive attitudes and behaviour (Whitener, 2001; Zacharatos et al., 2005).”
The Indian perspective of strategic HR roles and organizational learning capability (2005, background): “Their biases and perceptions may have affected the ratings of the questionnaires (Whitener, 2001).”