THE RELATIONSHIP BETWEEN HR PRACTICES AND FIRM PERFORMANCE: EXAMINING CAUSAL ORDER

By Patrick M. Wright, Timothy M. Gardner, L. Moynihan, M. Allen. 2005

1,182 citations recorded by the source corpus.

Subfields: Accounting, Economics and Econometrics, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/4789417945261db45497229e2fa224bb4b8f2da4

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Citations in the corpus

Human resource practices and organizational commitment: A deeper examination (2008, methodology): “Normally the HR practices are measured with a multiitem scale (e.g., Wright et al., 2005).”
Human resource management practices and project success, a moderating role of Islamic Work Ethics in Pakistani project-based organizations (2015, background): “Wright et al. (2005) also found the positive influence of HR practices on organizational success.”
The Relationship between Perceived Training Opportunities, Work Motivation and Employee Outcomes (2008, neutral): “Recent studies suggest that it is also just as likely at this level of analysis that organizational performance is an antecedent of TAD investments, than such efforts being the antecedent of organizational performance (Guest et al., 2003; Wright et al., 2005).”
Implementing Performance Appraisal: Exploring the Employee Experience (2013, background): “As such they constitute a variable between the intended and experienced that may influence performance outcomes (Wright et al., 2005), potentially resulting in the practice either being implemented poorly or not at all (Guest, 2011).”
STRATEGIC HUMAN RESOURCE MANAGEMENT IN SERVICE CONTEXT: TAKING CARE OF BUSINESS BY TAKING CARE OF EMPLOYEES AND CUSTOMERS (2010, background): “Researchers have argued that employees’ perceptions and interpretation of the HR practices, rather than the actual HR practices themselves, directly influence employee attitude and behavior (cf. Gerhart, Wright, & McMahan, 2000; Wright et al., 2005).”
Impact of the strategic human resource management on organizational performance: evidence from Turkey (2011, background): “However, although the studies emphasize synergetic effect of the HR practices on organizational performance (Huselid 1995 ; MacDuffie 1995 ; Wright, Gardner, Moynihan and Allen 2005 ), the need to provide a source of sustained value creation for the organization (e.”
A Road Well Traveled: The Past, Present, and Future Journey of Strategic Human Resource Management (2017, background): “Similarly, Wright et al. (2005) found that the correlations between HR practices and multiple performance measures were invariant across past, current, and future measures and that the correlations with future measures were significantly reduced after controlling for past performance measures.”
A High Performance Work Practices Taxonomy (2013, background): “…A. Posthuma University of Texas at El Paso Michael C. Campion University of South Carolina Malika Masimova Purdue University Michael A. Campion Purdue University High Performance Work Systems are designed to enhance organizational performance by improving employee capability, commitment,…”
Formal Development Opportunities and Withdrawal Behaviors by Employees in Small and Medium‐Sized Enterprises (2010, background): “This is especially problematic for research focused on the impact of HPWPs (or components of such practices) where reverse causality offers a plausible alternative explanation for observed effects (Wright et al. 2005).”
Third Party Employment Branding: Human Capital Inflows and Outflows Following “Best Places to Work” Certifications (2016, background): “Future research that addresses those possibilities over longer time periods would lend additional insight to our theoretical perspective (Wright et al., 2005).”