Employee involvement climate and organizational effectiveness

By Christine M. Riordan, Robert J. Vandenberg, Hettie A. Richardson. 2005

283 citations recorded by the source corpus.

Subfields: Demography, Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/cc1fd763f99b30b40098ac681b6b294d4d58b1b9

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In Demography

In Organizational Behavior and Human Resource Management

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Citations in the corpus

Employee well-being and the HRM-organizational performance relationship: A review of quantitative studies (2012, unknown): “A positive relationship between high-performance, high-commitment or high-involvement work systems, and commitment and organizational performance was established in seven studies that sampled workplaces in the manufacturing sector, the service sector, or a range of sectors (Ahmad and Schroeder 2003;”
Key questions regarding work engagement (2011, background): “…community, fairness, and values—are similar to dimensions of existing models and measures of organizational climate (e.g., Koys & de Cotiis, 1991; Riordan et al., 2005) and provide a cohesive set of dimensions that have been previously linked both theoretically and empirically to burnout and…”
Collective Turnover at the Group, Unit, and Organizational Levels: Evidence, Issues, and Implications (2011, background): “Null effects, however, are reported in a number of studies (Delery et al., 2000; Haines et al., 2010; Hurley & Estelami, 2007; Riordan et al., 2005; Shaw, Gupta, et al., 2005).”
Motivating Employees to Work Beyond Retirement: A Multi‐Level Study of the Role of I‐Deals and Unit Climate (2012, background): “Theoretically, consistency in the HRM system creates a strong situation, where employees know what the expectations of the organization are, increasing their ability and motivation to perform (Bowen and Ostroff, 2004; Riordan et al., 2005).”
A TALE OF TWO CLIMATES: DIVERSITY CLIMATE FROM SUBORDINATES’ AND MANAGERS’ PERSPECTIVES AND THEIR ROLE IN STORE UNIT SALES PERFORMANCE (2009, result): “Similar to some recent work demonstrating direct climate–firm (unit) performance relationships (Gelade & Ivery, 2003; Riordan et al., 2005; Schneider & Bowen, 1985; Schneider et al., 1998), we obtained significant main effects of diversity climate despite our inability to fully test Kopelman et al.”
The Climate for Entrepreneurship at Higher Education Institutions (2018, background): “…of motivational and behavioral outcomes at the individual as well as the organizational level, for example concerning organizational performance (Riordan et al., 2005), satisfaction (Lee et al., 2011), quality perception (Schneider et al., 1998), and entrepreneurial intentions (Huyghe and…”
Strategic human resource management, firm performance, and employee relations climate in China (2008, background): “The employee relations climate, therefore, reflects a high involvement, employee-centered culture that creates the conditions for employees to make a value-added contribution to improving organizational performance (Riordan et al., 2005; Schuster, 1998).”