Understanding Employees’ Perceptions of Human Resource Practices: Effects of Demographic Dissimilarity to Managers and Coworkers

By Kaifeng Jiang, Jia Hu, Songbo Liu, David P. Lepak. 2017

175 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/a82fcd73a6b827a8519678c2e96c6fa625ecb324

How researchers see this paper

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

In Gender Studies

1. Jake G. Messersmith
2. Chidiebere Ogbonnaya

In Organizational Behavior and Human Resource Management

1. Jake G. Messersmith
2. Chidiebere Ogbonnaya

Citations in the corpus

• Beyond intrinsic and extrinsic motivation: A meta-analysis on self-determination theory’s multidimensional conceptualization of work motivation (2021, unknown): “Second, and perhaps most notably, HRM and management studies typically examine turnover and performance of employees following incentivization interventions, but rarely do they consider the well-being implications (Jiang et al., 2015; Shaw & Gupta, 2015).”
• Employee performance, well‐being, and differential effects of human resource management subdimensions: Mutual gains or conflicting outcomes? (2018, background): “Researchers have further suggested that employees’ actual perceptions of HRM systems are more proximal to employees’ workplace behaviors and therefore better determinants of their performance (Alfes, Shantz, & Truss, 2012; Alfes et al., 2013; Jiang et al., 2017).”