Guest Editor's Comments Special Issue on Human Resource Management and the SME: Toward a New Synthesis

By Jerome A. Katz, Howard E. Aldrich, T. Welbourne, Pamela M. Williams. 2000

161 citations recorded by the source corpus.

Subfields: Management of Technology and Innovation, Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/a1f9af2a02c499ad2e3f9f92a2c405c94e3c8c08

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In Management of Technology and Innovation

In Organizational Behavior and Human Resource Management

In Strategy and Management

Citations in the corpus

HRM in the SME sector: valuable employees and coercive networks (2005, background): “Given this, it is perhaps unsurprising that HRM in the SME sector has attracted increased research interest over the past decade with special issues of several journals having been devoted to this issue (Katz et al., 2000; Tanskey and Heneman, 2004; Wilkinson, 1999).”
Formal Development Opportunities and Withdrawal Behaviors by Employees in Small and Medium‐Sized Enterprises (2010, background): “This is surprising, given employees are considered to play a vital role in the success of many small enterprises (Muse et al. 2005; Cardon and Stevens 2004; Katz et al. 2000).”
Small but attractive: Dimensions of new venture employer attractiveness and the moderating role of applicants' entrepreneurial behaviors (2017, background): “‘At a time of unparalleled technological development, it is the human resources that paradoxically spell success or failure for all firms, and especially entrepreneurial ones’ [(Katz et al., 2000, p. 7).]”
Influence of the capacities of top management on the internationalization of SMEs (2009, background): “Managerial resources must be treated as critical resources for the continuity and growth of the company (Katz et al. 2000; Heneman et al. 2002).”
My first employee: an empirical investigation (2016, background): “…1994; Cardon and Stevens 2004).2 Not being able to attract the necessary human resources is also recognized to be detrimental to the survival of the business (Katz et al. 2000; Leung et al. 2006), and it is also among the most cited threats to business growth (Williamson et al. 2002; Lee 2014).”
A Study of the Formality of Human Resource Management Practices in Small and Medium-Size Enterprises in Vietnam (2004, background): “As a result, these studies often suggested solutions that are appropriate only for larger companies that have formal human resource systems to implement the suggested practices (Annette and Marilyn, 1999; Katz et al., 2000).”