Labour Market Flexibility, Human Resource Management and Corporate Performance

By J. Michie, Maura Sheehan-Quinn. 2001

259 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Public Administration

View Paper: https://www.semanticscholar.org/paper/f7f350d71fd7aad05426aa5fe2d33ccd9954b51a

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Public Administration

Citations in the corpus

Interrelationships between human capital, HRM and innovation in Belgian start-ups aiming at an innovation strategy (2010, unknown): “1998 ; Michie and Sheehan 1999 ; Michie and Sheehan-Quinn 2001 ; Laursen 2002 ; Hayton 2003 ; Laursen and Foss 2003 ; Shipton et al.”
Is flexible labour good for innovation? : Evidence from firm-level data (2014, background): “(2006), Michie and Sheehan (2001, 2003), Buchele and Christiansen (1999), Lorenz (1999), Pieroni and Pompei (2008) or Storm and Naastepad (2012).”
Flexible labor and innovation performance : Evidence from longitudinal firm-level data (2010, background): “Similar results have been found by others (Michie and Sheehan, 1999, 2001; Chadwick and Cappelli, 2002; Kleinknecht et al., 2006).”
Little innovation, many jobs. An econometric analysis of the Italian labour productivity crisis (2010, background): “…supports the idea of productivity-enhancing effects arising from ‘high trust’ or ‘high road’ human resource management practices, and from cooperative labour relations (Buchele and Christiansen, 1999 a,b; Huselid, 1995; Lorenz, 1999; Michie and Sheehan, 2001, 2003; Naastepad and Storm, 2005).”
Human Resource Flexibility as a Mediating Variable Between High Performance Work Systems and Performance (2008, background): “This second approach of HR flexibility consists of human resource practices that seek numerical flexibility (Atkinson, 1984; McIlroy, Marginson, & Regalia, 2004; Michie & Sheehan, 2001, 2005; Valverde et al., 2000).”
Small firm innovation performance and employee involvement (2014, unknown): “…responsibilities being delegated, manual employees being involved with formal or informal work teams and/or quality circles and employee proposals being systematically collected (e.g., Kalleberg and Moody 1994; Michie and Sheehan-Quinn 2001; Hayton 2003; Michie and Sheehan 1999; Datta et al. 2005).”
Does work–family conflict mediate the relationship between work–family culture and self‐reported distress? Evidence from five Finnish organizations (2005, background): “Due to rapid changes in the global economy, HR management often functions on a short-term basis (see e.g. Boyd, 2001; Michie & Sheenan-Quinn, 2001), which is likely to have negative implications for an employee’s well-being and family life.”
Business strategy, human resources, labour market flexibility and competitive advantage (2005, background): “A growing body of research has examined the relationships between firms’ use of flexible employment contracts and HR practices, on the one hand, and corporate performance on the other hand (Michie and Sheehan, 2003; Storey, et al., 2002; Michie and Sheehan-Quinn, 2001; Arulampalam and Booth, 1998; K”
HR flexibility and firm performance: analysis of a multi-level causal model (2009, methodology): “Natural logarithm of age was used to control for firm age (Michie and Sheehan-Quinn 2001 ).”