Crossing the level of employee's performance: HPWS, affective commitment, human capital, and employee job performance in professional service organizations

By Po-Chien Chang, Shyh-Jer Chen. 2011

168 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/66b12890488ea51cf5cae379afeb731be75e77ae

How researchers see this paper

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

In General Health Professions

1. R. Peccei
2. Hoa Do
3. Juan Carlos Bou-Llusar
4. Inmaculada Beltrán‐Martín
5. P. M. Bal
6. K. van de Voorde
7. Charmi Patel
8. P. Budhwar

In Organizational Behavior and Human Resource Management

1. R. Peccei
2. Zixiang Ma
3. Hoa Do
4. Juan Carlos Bou-Llusar
5. Inmaculada Beltrán‐Martín
6. P. M. Bal
7. Yong Zhang
8. Lirong Long

In Sociology and Political Science

1. Hoa Do
2. Juan Carlos Bou-Llusar
3. Inmaculada Beltrán‐Martín
4. P. M. Bal
5. K. van de Voorde
6. Charmi Patel
7. R. Peccei
8. P. Budhwar

Citations in the corpus

• Relationship between innovation‐led HR policy, strategy, and firm performance: A serial mediation investigation (2018, methodology): “Second, the generalizability of this study may be limited because the sample was restricted to Vietnamese that the generalizability of the findings might be hindered (Chang & Chen, 2011).”
• Human resource management–well‐being–performance research revisited: Past, present, and future (2019, methodology): “…include, for example, the AMO framework (e.g., Macky & Boxall, 2007) and self-determination theory (e.g., Gardner, Wright, & Moynihan, 2011), as well as aspects of the JD-R model (e.g., Jensen et al., 2013) and theoretical insights from organisational commitment research (e.g., Chang & Chen, 2011).”
• Examining the Intermediate Role of Employee Abilities, Motivation and Opportunities to Participate in the Relationship between HR Bundles and Employee Performance (2018, methodology): “Studies drawing from the human capital theory (e.g. Chang and Chen, 2011) assume that employee work-related skills and competences are the main determinant of employee productivity.”
• High‐performance work system and employee performance: the mediating roles of social exchange and thriving and the moderating effect of employee proactive personality (2018, methodology): “Finally, previous studies have suggested that employee competence (e.g. human capital) mediates the effects of HPWS (Aryee et al. 2016; Chang and Chen 2011; Liao et al. 2009; Nieves and Quintana 2018; Raineri 2017).”