Human Resource Flexibility as a Mediating Variable Between High Performance Work Systems and Performance

By Inmaculada Beltrán‐Martín, Vicente Roca-Puig, Ana Belén Escrig-Tena, Juan Carlos Bou-Llusar. 2008

345 citations recorded by the source corpus.

Subfields: Management of Technology and Innovation, Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/3ef0267bdaaa6b579f45cae053e91dd25cd70e62

How researchers see this paper

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

In Management of Technology and Innovation

In Organizational Behavior and Human Resource Management

In Strategy and Management

Citations in the corpus

Validation of a Multidimensional HR Flexibility Measure (2015, methodology): “A review of the five empirical HR flexibility studies published to date (Beltrán-Martín et al., 2008; Bhattacharya et al., 2005; Ketkar & Sett, 2009, 2010; Ngo & Loi, 2008) reveals that four of these studies have used (Bhattacharya et al., 2005) or adapted (Ketkar & Sett, 2009, 2010; Ngo & Loi, 2008”
A Matter of Learning: How Human Resources Affect Organizational Performance (2010, neutral): “The majority of this research bases its suggestions on the resource-based view (RBV) to formulate and empirically support the link between HPWS and company performance (e.g. Becker and Huselid, 1998; Beltrán-Martı́n et al., 2008; Huselid, 1995; Koch and McGrath, 1996).”
The effects of human resource flexibility, employee competency, organizational culture adaptation and job satisfaction on employee performance (2020, background): “The findings of this study support previous research (Bhattacharya et al., 2005; Beltrán-Martín et al., 2008; Ngo & Loi, 2008; Luu, 2017) stating that HR flexibility is positively related to employee performance and organizational performance in several private organizations, especially in the servi”
Human Resource Systems and Helping in Organizations: A Relational Perspective (2011, methodology): “For purposes of illustration, we discuss practice categories considered by many as central HR concerns: selection and staffing, training and development, work design features, and reward and appraisal systems (e.g., see Arthur, 1994; Beltrán-Martı́n et al., 2008; Toh, Morgeson, & Campion, 2008).”
High performance work practices, employee outcomes and organizational performance: a 2-1-2 multilevel mediation analysis (2018, methodology): “Although the idea of HRM bundling has featured in many HPWP studies, there is little consensus on what HRM practices should be included in a typical HPWP bundle (Beltrán-Martín et al., 2008).”
Flexibility-Oriented HRM Systems, Absorptive Capacity, and Market Responsiveness and Firm Innovativeness (2013, background): “, Beltrán-Martín et al., 2008; Bhattacharya et al., 2005; Ngo & Loi, 2008), little is known about the FHRM concept. The FHRM concept differs from the HR flexibility concept in two ways. First, the HR flexibility concept focuses on aspects such as flexibility within employees and HR practices, but it”
Does intellectual capital matter? High-performance work systems and bilateral innovative capabilities (2013, background): “The results of the CFA (Table I; common method factor model) indicated that common method variance was unlikely to be a serious problem in our study because the common method factor model was far from a good fit (Beltran-Martin et al., 2008).”