The Impact of Human Resource Management and Work Climate on Organizational Performance

By Garry A. Gelade, Mark Ivery. 2003

419 citations recorded by the source corpus.

Subfields: Accounting, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/93db6ca1d8deccb7a8b60e920efdba470636222d

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In Accounting

In Organizational Behavior and Human Resource Management

Citations in the corpus

When Do Employees Speak up for Their Customers? A Model of Voice in a Customer Service Context (2013, neutral): “…& Peiro, 2005), customer satisfaction (Dietz, Pugh, & Wiley, 2004; Mayer, Ehrhart, & Schneider, 2009; Schneider et al., 2005), individual service performance (Salanova et al., 2005), and unit-level performance (Gelade & Ivery, 2003; Johnson, 1996; Liao & Chuang, 2004, 2007; Schneider et al., 2005).”
Human Resource Systems and Helping in Organizations: A Relational Perspective (2011, background): “Researchers have argued that HR systems can influence employee climate perceptions (e.g., Gelade & Ivery, 2003; Zacharatos, Barling, & Iverson, 2005) by symbolically signaling (Rousseau, 1995) and directly communicating (Bowen & Ostroff, 2004) key organizational values and behaviors.”
Servant Versus Authentic Leadership (2017, background): “A number of studies suggest that organizational climate mediates leadership behaviors and employee work attitudes, behaviors, and performance (Gelade & Ivery, 2003; Kopelman, Brief, & Guzzo, 1990).”
Labor-Friendly Corporate Practices: Is What is Good for Employees Good for Shareholders? (2011, background): “For example, Jensen (2001) argues that ‘‘[t]wo hundred years of work in economics and finance implies that in the absence of externalities and monopoly (and when all goods are priced), social welfare is maximized when each firm in an economy maximizes its total market value.”
Does Leadership Style Make a Difference? Linking HRM, Job Satisfaction, and Organizational Performance (2014, background): “At this time, only a few studies have examined that mediating relationship (e.g., Ahmad & Schroeder, 2003; Gelade & Ivery, 2003), but more research is needed to understand how HRM and organizational performance are related.”
The role of human capital philosophy in promoting firm innovativeness and performance: test of a causal model (2007, background): “Against the backdrop of arguments suggesting the importance of human resources in establishing firm competitiveness, a burgeoning stream of studies conducted in a variety of settings and published in a diverse set of journals has studied the implications of human resource management policies/practic”
The role of national culture and organizational climate in safety training effectiveness (2008, background): “…been shown to relate to a variety of organization level outcomes including customer service variables (e.g., Dietz, Pugh, & Wiley, 2004; Schneider & Bowen, 1985) and economic criteria such as sales and departmental theft (e.g., Borucki & Burke, 1999; Gelade & Ivery, 2003; Levine & Jackson, 2002).”
HOW MUCH DO HIGH-PERFORMANCE WORK PRACTICES MATTER? A META-ANALYSIS OF THEIR EFFECTS ON ORGANIZATIONAL PERFORMANCE (2006, background): “Hypotheses 2 and 3. Eight studies reported both individual practice and HPWP system effects from the same sample (e.g., Gelade & Ivery, 2003 ) and 15 studies reported both operational and financial performance measures (e.g., Huselid, 1995).”
A Multifoci Person-Centered Perspective on Workplace Affective Commitment: A Latent Profile/Factor Mixture Analysis (2011, result): “In this regard, the results from this study confirm the fact that supervisors are a key element in organizational efficacy and employee motivation (e.g., Arnetz & Blomkvist, 2007; Combs, Liu, Hall, & Ketchen, 2006; Gelade & Ivery, 2003).”
High-involvement practices and performance of French firms (2004, methodology): “When this was done, authors validated the intermediate role of HR outcomes (Chang and Chen, 2002; Fey et al., 2000; Gelade and Ivery, 2003).”
On the Importance of Conducting Construct-Level Analysis for Multidimensional Constructs in Theory Development and Testing (2008, background): “…performance (e.g., Mohammed, Mathieu & Bartlett, 2002), organizational justice (e.g., Judge & Colquitt, 2004), organizational performance (e.g., Gelade & Ivery, 2003; Peterson, Smith, Martorana & Owens, 2003) leader-member exchange (Liden & Maslyn, 1998), psychological contract (e.g., Dabos &…”
Test of a service profit chain model in the retail banking sector (2005, methodology): “Note that data from Bank A have been reported elsewhere (Gelade & Ivery, 2003).”