High-performance work systems and organizational performance: testing the mediation role of employee outcomes using evidence from PR China

By Bo Zhang, J. Morris. 2014

155 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Public Administration

View Paper: https://www.semanticscholar.org/paper/3e32408c255946341ea692aea4abef004b6f7e9a

How researchers see this paper

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

In General Health Professions

1. Hoa Do
2. D. Valizade
3. Charmi Patel
4. Chidiebere Ogbonnaya
5. P. Budhwar

In Organizational Behavior and Human Resource Management

1. Hoa Do
2. D. Valizade
3. Charmi Patel
4. Chidiebere Ogbonnaya
5. P. Budhwar
6. A. Som
7. Anastasia A. Katou

In Public Administration

1. D. Valizade
2. Chidiebere Ogbonnaya
3. P. Budhwar

Citations in the corpus

• Relationship between innovation‐led HR policy, strategy, and firm performance: A serial mediation investigation (2018, background): “This is because employee outcomes are salient contributors of firm performance, meaning that the better employee outcomes organizations can obtain, the more gain organizations can achieve (Zhang & Morris, 2014).”
• High performance work practices, employee outcomes and organizational performance: a 2-1-2 multilevel mediation analysis (2018, methodology): “HPWP entail a set of job characteristics, which according to the AMO model, enhance employees’ workplace abilities, improve employees’ motivation to utilize their abilities, and provide opportunities for employees’ to exercise discretionary effort (Appelbaum et al., 2000; Zhang & Morris, 2014).”