The new employment relationship versus the mutual investment approach: Implications for human resource management

By Anne S. Tsui, Joshua B. Wu. 2005

152 citations recorded by the source corpus.

Subfields: Accounting, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/6043da79414cce2a46cbb8bd6431f0b27ac98eee

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In Accounting

In Organizational Behavior and Human Resource Management

Citations in the corpus

Paternalistic Leadership: A Review and Agenda for Future Research (2007, background): “With increasing globalization, corporate downsizing, and hypercompetitive markets, the bond between employers and employees has shifted from a long-term relationship involving loyalty and commitment to a contractlike economic exchange (Tsui & Wu, 2005).”
Employability: a contemporary review for higher education stakeholders (2018, background): “Instead, this new employment relationship resembles a contract-like economic exchange (Tsui and Wu 2005).”
Strategic human resource management, firm performance, and employee relations climate in China (2008, background): “For example, the employment relationship type (Tsui & Wu, 2005) and organizational culture (Lau & Ngo, 2004) may be mediating Furthermore, we found no significant interaction effects of ownership types with SHRM, with respect to the other two outcome variables (i.e., operating performance…”
Strategic HRM in North America: looking to the future (2008, unknown): “, stable, fixed compensation and benefits package, primarily) are changing dramatically and are often made without loyalty and commitment considerations (Tsui and Wu 2005).”
An Empirical Study on the Organizational Trust, Employee-Organization Relationship and Innovative Behavior from the Integrated Perspective of Social Exchange and Organizational Sustainability (2018, background): “relationship with their employer as purely economic exchange relationship [27].”
A SOCIAL-STRUCTURAL PERSPECTIVE ON EMPLOYEE- ORGANIZATION RELATIONSHIPS AND TEAM CREATIVITY (2014, background): “EOR researchers have speculated that certain employment relationships foster creativity (Tsui & Wu, 2005; Zhang & Jia, 2010), while social capital researchers have considered social networks to be the foundation for organizational creativity and innovation (e.g., Tsai & Ghoshal, 1998; Zheng, 2010).”
Organizational Citizenship Behavior and Employee Performance: A Moderating Effect of Work Status in Restaurant Employees (2008, methodology): “Exchange theories have been used to explain the potential differences in the employment relationship between part-time and full-time employees (Tsui, Pearce, Porter, & Tripoli, 1997; Tsui & Wu, 2005; Van Dyne & Ang, 1998).”