Changing HRM practices with firm growth

By Bernice Kotey, A. Sheridan. 2004

163 citations recorded by the source corpus.

Subfields: Economics and Econometrics, Education, Management of Technology and Innovation

View Paper: https://www.semanticscholar.org/paper/e8150563f620efaad033ae7cdeff1f9b261ce9d9

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Economics and Econometrics

1. Cathleen Folker
2. A. Konrad
3. Bernice Kotey

In Management of Technology and Innovation

1. Cathleen Folker
2. Bernice Kotey

Citations in the corpus

• Antecedents and consequences of diversity and equality management systems: The importance of gender diversity in the TMT and lower to middle management (2017, background): “Organization size is linked with HR policies and practices (Konrad, 2007; Kotey & Sheridan, 2004) and level of diversity (Richard, Roh et al., 2013).”
• An empirical study of high performance HRM practices in Chinese SMEs (2006, unknown): “Hence, the generalization of these results to SMEs is likely to be subject to error because there may be substantial differences in HRM practices between small and large firms (Kotey and Sheridan, 2004; Watson et al., 1994).”
• Employee Training in SMEs: Effect of Size and Firm Type—Family and Nonfamily (2007, background): “Micro-firms (defined as employing up to four workers) were excluded from the study because of their small employee numbers and limited employee training (Kotey and Sheridan 2004).”