Does Leadership Style Make a Difference? Linking HRM, Job Satisfaction, and Organizational Performance
By B. Vermeeren, B. Kuipers, B. Steijn. 2014
152 citations recorded by the source corpus.
Subfields: Management Information Systems, Organizational Behavior and Human Resource Management, Public Administration
View Paper: https://www.semanticscholar.org/paper/d335adec5d73a2efe04ad5b0d5e59f226b53936a
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In Management Information Systems
In Organizational Behavior and Human Resource Management
In Public Administration
Citations in the corpus
- Exploring the Job Demands–Resources Model of Work Engagement in Government: Bringing in a Psychological Perspective (2017, methodology): “Age and education were treated as continuous variables in line with Vermeeren, Kuipers, and Steijn (2014).”
- Red Tape, Organizational Performance, and Employee Outcomes: Meta‐analysis, Meta‐regression, and Research Agenda (2020, unknown): “Such mediated models are in line with current HRM research which assumes that HRM practices contribute to employee outcomes which, in turn, contribute to organizational performance—also called the bathtub model (e.g., Van Voorde, Karina, and Van Veldhoven 2012; Vermeeren, Kuipers, and Steijn 2014).”
- Deconstructing AMO framework: a systematic review (2016, background): “Job Satisfaction (Boon et al., 2014; Boselie et al., 2005; Choi & Yoon, 2015; Claudia, 2015; Drummond & Stone, 2007; Fu et al., 2013; Ganli et al., 2014; GouldWilliams & Gatenby, 2010; Innocenti et al., 2011; Jiang, Lepak, Hu, et al., 2012; Ming et al., 2014; Vermeeren et al., 2014) Organization Cit”