Knowledge worth having in ‘excess’: The value of tacit and firm‐specific human resource slack

By Jose R. Lecuona, M. Reitzig. 2014

168 citations recorded by the source corpus.

Subfields: Accounting, Safety Research, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/644c272fa8c64b8ab386cd1eb3a50b4c5f15f442

How researchers see this paper

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

In Accounting

1. Tom Vanacker
2. Veroniek Collewaert
3. Shaker A. Zahra
4. Mike Wright
5. Mattias Nordqvist
6. Pietro Mazzola
7. Salvatore Sciascia
8. Franz Willi Kellermanns

In Safety Research

1. Veroniek Collewaert
2. Shaker A. Zahra
3. Tom Vanacker

In Strategy and Management

1. Veroniek Collewaert
2. Shaker A. Zahra
3. Tom Vanacker
4. Lianxi Zhou
5. Aiqi Wu
6. Stephanie A. Fernhaber
7. Oliver Gassmann
8. Marcus M. Keupp

Citations in the corpus

• Slack resources, firm performance, and the institutional context: Evidence from privately held European firms (2017, background): “Our findings for HR slack do align with recent research taking a knowledge-based perspective, indicating that HR slack in general (with the exception of tacit and specific HR slack) decreases firm performance (e.g., Lecuona and Reitzig, 2014).”
• Less is More, or Not? On the Interplay between Bundles of Slack Resources, Firm Performance and Firm Survival (2015, unknown): “Specifically, studies have shown how industry conditions (Bradley et al., 2011a; George, 2005; Lecuona and Reitzig, 2014; Verbeke and Yuan, 2013) and firm characteristics (George, 2005; Mishina et al., 2004; Vanacker et al., 2013) impact the performance effects of slack.”