A High Performance Work Practices Taxonomy

By Richard A. Posthuma, M. C. Campion, Malika Masimova, Michael A. Campion. 2013

400 citations recorded by the source corpus.

Subfields: Management Information Systems, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/6437a680007f969ed72d3b63d2d94fdc791dfbe3

How researchers see this paper

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

In Management Information Systems

1. Kaifeng Jiang
2. Jia Hu
3. Songbo Liu
4. David P. Lepak

In Organizational Behavior and Human Resource Management

1. Kaifeng Jiang
2. Jia Hu
3. Songbo Liu
4. S. Hauff
5. Katharina Klug
6. David P. Lepak
7. Joerg Felfe
8. Chidiebere Ogbonnaya

Citations in the corpus

• Understanding Employees’ Perceptions of Human Resource Practices: Effects of Demographic Dissimilarity to Managers and Coworkers (2017, background): “The 13 items involved seven typical HR practices composing HPWS (Lepak et al., 2006; Posthuma et al., 2013), such as selective staffing (2 items, e.g., “The branch makes a great effort to select the right person”), extensive training (2 items, e.g., “The branch provides extensive training programs f”
• Should I Stay or Should I Go? Identity and Well-Being in Sensemaking About Retention and Turnover (2017, background): “Practical Implications Proactive turnover, retention, and exit management is a growing high performance work practice (Posthuma et al., 2013).”
• High-performance work practices, employee well-being, and supportive leadership: spillover mechanisms and boundary conditions between HRM and leadership behavior (2020, background): “Unfortunately, there is no shared understanding about which HRM practices constitute HPWPs (Posthuma et al., 2013).”