Employment Flexibility and Firm Performance: Examining the Interaction Effects of Employment Mode, Environmental Dynamism, and Technological Intensity

By David P. Lepak, Riki Takeuchi, Scott A. Snell. 2003

332 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/8df863a25ff5038366866ae213a99c106108bc41

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Citations in the corpus

Impact of Organizational Culture Values on Organizational Agility (2017, background): “Prior research has demonstrated that technology intensity moderates the impact on a firm’s performance of cooperation and strategic renewal activities [42], foreign corporate-ownership [50], quality capabilities [51], or employment flexibility [52].”
Strategic human resource management: The evolution of the field (2009, background): “In a follow-up study, Lepak, Takeuchi, and Snell (2003) surveyed senior executives and senior HR managers on their firms' use of each employment mode.”
Corporate Responsibility and Financial Performance: The Role of Intangible Resources (2010, unknown): “Thus the performance effects of such practices are higher in firms belonging to high-growth industries (Lepak, Takeuchi, and Snell, 2003).”
The Employment Relationship and Inequality: How and Why Changes in Employment Practices are Reshaping Rewards in Organizations (2013, background): “In their survey of publicly traded firms, Lepak, Takeuchi, and Snell (2003) find that firms relying more heavily on external contract workers exhibit higher profitability.”
Human Resource Flexibility as a Mediating Variable Between High Performance Work Systems and Performance (2008, background): “Although the two HR flexibility approaches are conceptually different, the issue of whether they are mutually exclusive in business practice has still not been resolved (Cappelli & Newmark, 2004; Kalleberg, 2001; Lepak et al., 2003; Lepak & Snell, 2002; Tüselmann, 1996) and scholars should determine”
Validation of a Multidimensional HR Flexibility Measure (2015, background): “The exclusion of contingent workers is important because Wright and Snell and others (e.g., Lepak et al., 2003; Way, Lepak, Fay, & Thacker, 2010) have suggested that HR flexibility logically includes the strategic option of using contingent workers.”