The relationship between HRM, technology innovation and performance in China

By Yuan Li, Yongbin Zhao, Yi Liu. 2006

206 citations recorded by the source corpus.

Subfields: Marketing, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/6f7d3d3e663fcbe96641541565bd0d6a4031d029

How researchers see this paper

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

In Marketing

1. A. Bos‐Nehles
2. M. Janssen
3. M. Renkema
4. A. Veenendaal

In Organizational Behavior and Human Resource Management

1. A. Bos‐Nehles
2. H. Seeck
3. Marjo‐Riitta Diehl
4. M. Janssen
5. M. Renkema
6. A. Veenendaal

In Sociology and Political Science

1. A. Bos‐Nehles
2. A. Veenendaal

Citations in the corpus

• HRM and innovative work behaviour: a systematic literature review (2017, background): “Possibilities include non-material incentives (Li et al., 2006), recognition (Cooke and Saini, 2010) and learning-oriented appraisals (Shipton et al.”
• A literature review on HRM and innovation – taking stock and future directions (2017, background): “In their study of Chinese high-tech firms, Li, Zhao, and Liu (2006) demonstrate that employee training, non-material incentives and process-oriented feedback and collaboration have a significant positive effect, whereas neither material incentives nor fixed or material performance targets have a…”
• Does HRM facilitate employee creativity and organizational innovation? A study of Chinese firms (2012, background): “Li, Zhao and Liu 2006 ) are influenced by HRM practices.”