HRM Practices, Organizational Citizenship Behaviour, and Performance: A Multi-Level Analysis
By E. Snape, Tom Redman. 2010
461 citations recorded by the source corpus.
Subfields: Gender Studies, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/3e2e0fd390c5ba312f480b201a4db2a76045f412
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In Gender Studies
In Organizational Behavior and Human Resource Management
Citations in the corpus
- Empowerment—Fad or Fab? A Multilevel Review of the Past Two Decades of Research (2012, background): “Snape and Redman (2010) examined the cross-level influences of HRM practices (task design and organizational supports) on individuals’ OCBs, as mediated by their perceptions of job influence/ discretion.”
- How Do Developmental and Accommodative HRM Enhance Employee Engagement and Commitment? The Role of Psychological Contract and SOC Strategies (2013, background): “…need for high engagement and commitment among a changing and increasingly diverse workforce, it is surprising that the majority of studies on Human Resource Management (HRM) have focused on the universalistic effects of so-called ‘high performance work systems’ on outcomes (Snape and Redman, 2010).”
- The effect of organizational culture on deviant behaviors in the workplace (2019, methodology): “According to Chen, Liu and Portnoy (2012), Snape and Redman (2010), and Aarons and Sawitzky (2006), our model provides a two-levels analysis (individual and organizational level, respectively), and does not take into account the unit level.”
- Employee engagement, organisational performance and individual well-being: exploring the evidence, developing the theory (2011, background): “…ow nl oa de d by [ T ilb ur g U ni ve rs ity ] at 0 8: 11 2 9 O ct ob er 2 01 3 behaviours, lower intent to quit, reduced absence levels and improved task performance (Allen, Shore and Griffeth 2003; Den Hartog, Boselie and Paauwe 2004; Kuvaas 2008; Conway and Monks 2009; Snape and Redman 2010).”
- Motivating Employees to Work Beyond Retirement: A Multi‐Level Study of the Role of I‐Deals and Unit Climate (2012, background): “Moreover, many studies have reported similar ICC scores for related constructs, such as De Jong et al. (2005), Snape and Redman (2010), Van der Voorde et al. (2010), and Zhang et al. (2011).”
- Developing a model for the influence of perceived organizational climate on organizational citizenship behaviour and organizational performance based on balanced score card (2014, background): “It is important to note that the findings of this survey are comparable with the surveys performed by Barksdale and Werner (2001), Snape and Redman (2010) and Nielsen et al. (2012) where in all these surveys organizational citizenship behaviour has provided conditions for favourable Organizational…”