HRM Systems and the Problem of Internal Fit
By Sven Kepes, John E. Delery. 2008
150 citations recorded by the source corpus.
Subfields: Applied Psychology, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/5f7b18134cd053fc1b050d19ff7e2ffe0faa90c1
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In Applied Psychology
- Marianne van Woerkom
- Maria Christina Meyers
- Tatiana Andreeva
- S. Beijer
- A. Sergeeva
- J. Paauwe
- R. Peccei
- M. van Veldhoven
In Organizational Behavior and Human Resource Management
- R. Peccei
- M. van Veldhoven
- Marianne van Woerkom
- Maria Christina Meyers
- Tatiana Andreeva
- Cynthia A. Lengnick-Hall
- Mark L. Lengnick-Hall
- B. Drake
Citations in the corpus
- The turn to employees in the measurement of human resource practices: A critical review and proposed way forward (2019, methodology): “The measurement of HR practices has been an important topic of debate in the HRM literature (e.g., Becker & Gerhart, 1996; Delery, 1998; Delery & Shaw, 2001; Kepes & Delery, 2007; Langevin‐Heavey et al., 2013; Wright & Gardner, 2003).”
- Strategic human resource management: The evolution of the field (2009, background): “Kepes and Delery (2006, 2007) have identified multiple internal fits that they propose must be achieved for horizontal alignment.”
- Enhancing emotional performance and customer service through human resources practices: A systems perspective ☆ (2016, unknown): “Embedded in HR bundles is theory related to internal fi t (Delery & Doty, 1996; Kepes & Delery, 2007).”
- The more the better…or is it? The contradictory effects of HR practices on knowledge sharing motivation and behavior (2016, background): “…recent discussions on the differentiated effects of various HR practices (Jiang et al., 2012) and potential interactions and controversies within HR systems in general (e.g. Kepes and Delery, 2007; Boxall et al., 2011) and HR systems for knowledge sharing in particular (Minbaeva et al., 2009).”
- My strengths count!: Effects of a strengths-based psychological climate on positive affect and job performance (2015, background): “In particular, it focuses on a strengths-based philosophy as a guiding principle that characterizes the treatment of employees covered within a particular HRM system (Kepes & Delery, 2007).”