An exploration of how the employee-organization relationship affects the linkage between perception of developmental human resource practices and employee outcomes

By B. Kuvaas. 2007

518 citations recorded by the source corpus.

Subfields: Applied Psychology, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/d714329db547ea3f29a1143b87b6cb9c998d0f22

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In Applied Psychology

In Gender Studies

In Organizational Behavior and Human Resource Management

Citations in the corpus

Women on corporate boards: key influencers or tokens? (2010, unknown): “The result from the factor analysis showed a satisfactory factor pattern, as all items had a factor loading of 0.6 or higher, and a cross-loading of less than 0.35 (Kuvaas 2008).”
High-performance work system and intention to leave: a mediation model (2014, background): “Most studies that have examined the effect of HR practices on employees’ intention to leave have considered individual practices (e.g. Kuvaas 2008; Kuvaas and Dysvik 2010; Lam, Chen, and Takeuchi, 2009).”
Motivating Employees to Work Beyond Retirement: A Multi‐Level Study of the Role of I‐Deals and Unit Climate (2012, background): “For instance, the implementation of development practices needs a climate consisting of support, commitment, and justice to positively contribute to performance and retention (Armstrong-Stassen, 2008; Kuvaas, 2008).”
Perceived job autonomy and turnover intention: The moderating role of perceived supervisor support (2013, background): “For instance, organizational commitment and justice perceptions have been found to moderate the relationship between perceptions of supportive HR practices and employee outcomes (Kuvaas, 2008).”
Antecedents and Employee Outcomes of Line Managers' Perceptions of Enabling HR Practices (2014, methodology): “We assessed turnover intention using a five-item scale previously used in a Norwegian context by Kuvaas (2008), with an internal consistency of 0.90.”
Crafting your Career: How Career Competencies Relate to Career Success via Job Crafting (2017, background): “One way to do this would be to implement developmental HR practices (Kuvaas, 2008).”
Talent management and organisational justice: employee reactions to high potential identification (2014, background): “Furthermore, meta-analyses and studies on performance appraisals have repeatedly pointed out the key role of perceived organisational justice, with talent management typically drawing on and being part of the organisation’s overall performance management system (Cawley et al., 1998; Kuvaas, 2008; Th”
The Role of Procedural Justice and Power Distance in the Relationship Between High Performance Work Systems and Employee Attitudes: A Multilevel Perspective (2009, background): “Other studies have used social exchange theory to examine the impact of HRM practices on individual attitudes that are mediated by perceptions of justice (e.g., Chang, 2005; Kuvaas, 2008).”