HR practices and affective organisational commitment: (when) does HR differentiation pay off?
By E. Marescaux, Sophie Anna De Winne, Luc Sels. 2013
145 citations recorded by the source corpus.
Subfields: Gender Studies, General Health Professions, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/d95225464b1d312dea09dcfca49664ccc22f2d28
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
In General Health Professions
In Organizational Behavior and Human Resource Management
- Nicky Dries
- Roland Pepermans
- Joeri Hofmans
- Jolyn Gelens
- Rola Chami-Malaeb
- Thomas N. Garavan
- M. Morley
- Roberto Luna Arocas
Citations in the corpus
- Talent management and organisational justice: employee reactions to high potential identification (2014, background): “Together, these conflicting effects at the employee level may even cause talent management to have a negative overall effect (Marescaux et al., 2013).”
- The turn to employees in the measurement of human resource practices: A critical review and proposed way forward (2019, unknown): “…(2009); Kaya, Koc, and Topcu (2010); Kehoe and Wright (2013); Kooij et al. (2013); Lee et al. (2015); Mackie et al. (2001); Macky and Boxall (2007); Marescaux et al. (2013); Messersmith, Patel, Lepak, and Gould‐Williams (2011); Piening, Baluch, and Salge (2013); Searle et al. (2011); Shen et al.…”
- Talent and leadership development practices as drivers of intention to stay in Lebanese organisations: the mediating role of affective commitment (2013, background): “Marescaux et al. (2013) suggest that cognitive appraisal theory can be used to explain the impact of HRM practices on affective commitment.”