Causality Between High-Performance Work Systems and Organizational Performance
By DuckJung Shin, A. Konrad. 2017
322 citations recorded by the source corpus.
Subfields: Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/62fb09c8b8569013a1465cf307576d3bca0929df
How researchers see this paper
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In Organizational Behavior and Human Resource Management
- Jason D. Shaw
- R. Peccei
- N. Gupta
- K. van de Voorde
- Hoa Do
- Dirk van Dierendonck
- Jesse Segers
- Deanne N. den Hartog
Citations in the corpus
- Relationship between innovation‐led HR policy, strategy, and firm performance: A serial mediation investigation (2018, background): “This is because HR practices that represent the firm’s strategic goals and investment could be a potential enabler to constitute the pool of unique workforce in order to yield competitive advantage to the firm (Barney, 1991; Shin & Konrad, 2017).”
- Let the evidence speak again! Financial incentives are more effective than we thought (2015, background): “In addition, a number of reviews and editorials have criticised performance-oriented HR research for a positive normative bent as well as for ambiguity in the causal sequence between HR practices and performance (e.g. Kaufman, 2010; Shin and Konrad, 2015).”
- Human resource management–well‐being–performance research revisited: Past, present, and future (2019, background): “5465/256928 Van De Voorde, K., & Beijer, S. (2015). The role of employee HR attributions in the relationship between high-performance work systems and employee outcomes. Human Resource Management Journal, 25, 62–78. https://doi.org/10.1111/ 1748-8583.12062 Van De Voorde, K., Paauwe, J., & Van Veldho”
- Managing people in organizations: Integrating the study of HRM and leadership (2018, background): “Furthermore, despite initial positive evidence (Becker, Huselid, Pickus, and Spratt, 1997; Huselid, 1995; Wright, Gardner, and Moynihan, 2003), reviews suggest that the relationship between HRM and performance is not as strong as typically assumed (Den Hartog, Boselie, and Paauwe, 2004; Shin and Kon”