HRM and performance

By J. Paauwe. 2004

323 citations recorded by the source corpus.

Subfields: Public Administration

View Paper: https://www.semanticscholar.org/paper/71e655c6898724b59037514eecced1ed78ae1739

How researchers see this paper

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

In Public Administration

1. Hendrik Huettermann
2. Heike Bruch
3. Nicky Dries
4. J. Paauwe

Citations in the corpus

• Mutual Gains? Health‐Related HRM, Collective Well‐Being and Organizational Performance (2019, methodology): “Moreover, implementing HHRM may help organizations to transform the HR function into what Paauwe (2004) calls an ‘enabler’ for strategic options.”
• HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices (2019, background): “This is particularly relevant because actions of HR managers have a trickle-down effect to middle- and line management, which ultimately influences how employees perceive and respond to managerial actions (Paauwe, 2004).”
• Employee well-being and the HRM-organizational performance relationship: A review of quantitative studies (2012, unknown): “Organizational performance is a multifaceted concept (Paauwe 2004).”