Partnership at Work: Mutuality and the Balance of Advantage

By D. Guest, R. Peccei. 2001

350 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Public Administration, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/b67485b4f499e8b69eb21c222a90ff154bc24925

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In Organizational Behavior and Human Resource Management

In Public Administration

In Strategy and Management

Citations in the corpus

Human Resource Management, Corporate Performance and Employee Wellbeing: Building the Worker into HRM (2002, background): “This raises questions about where the balance of advantage lies in any debate about the mutual gains to be derived from this system (Guest & Peccei 2001).”
From pay to praise? Non-cash employee recognition in Canadian and Australian firms (2010, background): “It is perhaps most commonly represented as a managerial approach characterized by a combination of employee ‘empowerment’, two-way communication, job enrichment, and self-managing work teams (Huselid 1995; Ichniowksi, Shaw and Prennushi 1997; Lawler 1992; Levine 1995; MacDuffie 1995; Edwards and Wri”
Employee well-being and the HRM-organizational performance relationship: A review of quantitative studies (2012, neutral): “Although these studies showed positive associations between some of the included HR practices and happiness, the majority of the links studied between HR practices, happiness and organizational performance were found to be non-significant (Guest and Peccei 2001; Godard 1998, 2001; Vanhala and Tuomi ”
Changing Patterns of Employee Voice: Case Studies from the UK and Republic of Ireland (2004, neutral): “In the UK also, several studies appear to indicate a positive relationship between voice and organisational performance (Patterson et al, 1997; Sako, 1998; Gollan, 2001; Guest & Peccei, 2001).”
The role of human capital philosophy in promoting firm innovativeness and performance: test of a causal model (2007, methodology): “The central aspect of our model is the human capital philosophy (HCP) of the firm as suggested by Guest and Peccei (2001).”
Promoting employee intention to stay: do human resource management practices matter? (2012, background): “…of “appropriate” human resource management practices and positive employee attitudes, and while theoretically these relationships remain poorly developed (Guest, 1997; Guest and Pecci, 2001), a number of attitudes are nonetheless widely considered to be an outcome of soft human resource management.”