Linking high involvement human resource practices to employee proactivity: The role of work engagement and learning goal orientation

By C. Maden. 2015

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What Is a Resource: Toward a Taxonomy of Resources for Employee Engagement (2020, background): “, 2016), and empowerment (Maden, 2015), predicted work engagement.”
Do new ways of working increase work engagement (2018, background): “Maden (2015) finds that empowerment increases employee work engagement.”
High-performance work system and employee creativity: The roles of perceived organisational support and devolved management (2017, background): “According to social-exchange theory, employees who receive socio-emotional benefits from their organisations are more likely to feel obligated to reciprocate these benefits in the form of positive attitudes and behaviour (Allen et al., 2003; Maden, 2015).”
The relationship between high performance work systems and employee proactive behaviour: role breadth self-efficacy and flexible role orientation as mediating mechanisms (2017, background): “We focus on HR practices as relevant contextual variables that may influence proactive behaviour (Crant, 2000; Maden, 2015).”
Employee engagement and performance: a systematic literature review (2018, background): “…and Olugbade, 2016; Kašpárková et al., 2018; Kataria et al., 2013; Kovjanic and Schuh, 2013; Lathabhavan et al., 2017; Lorente and Salanova, 2014; Maden, 2015; Mäkikangas et al., 2016; Myrden and Kelloway, 2015; Nazir and Islam, 2017; Park et al., 2017; Rahman et al., 2017; Reijseger et al.,…”