Do Organizational Climate and Competitive Strategy Moderate the Relationship Between Human Resource Management and Productivity?

By Andrew Neal, M. West, Malcolm Patterson. 2005

190 citations recorded by the source corpus.

Subfields: Management Information Systems, Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/f8241b2c41755b85470e792f612eb06fc0d99652

How researchers see this paper

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

In Management Information Systems

1. Kaifeng Jiang
2. Jia Hu
3. A. Bos‐Nehles
4. Karin Sanders
5. R. Reuver
6. L. Dorenbosch
7. David P. Lepak
8. J. Baer

In Organizational Behavior and Human Resource Management

1. Karin Sanders
2. S. Frenkel
3. Xiaobei Li
4. Kaifeng Jiang
5. Jia Hu
6. A. Veenendaal
7. J. Baer
8. M. van Veldhoven

In Strategy and Management

1. Kaifeng Jiang
2. A. Bos‐Nehles
3. Jia Hu
4. R. Reuver
5. A. Dalakoura
6. Karin Sanders
7. M. Morley
8. L. Dorenbosch

Citations in the corpus

• Differentiating leader and leadership development (2010, background): “Especially in the case of competitive corporate strategies, organizations need leaders at all levels (Segev, 1989; Snell and Dean, 1994; Youndt et al., 1996; Dess et al., 1997; Cameron and Quinn, 1999; Guthrie et al., 2002; Neal et al., 2005), since only then organization will exhibit the necessary ”
• Talent management, talent mindset competency and job performance: the mediating role of job satisfaction (2015, background): “Two reasons are argued about the use of a single index: first, to avoid individual practices and second, to enhance the parsimony of the analysis (Neal et al., 2005).”
• Strategic HRM as process: how HR system and organizational climate strength influence Chinese employee attitudes (2011, background): “Rather than focusing on HR practices or the content of HRM, some academics (Bowen and Ostroff 2004 ; see also Patterson, Warr and West 2004 ; Neal, West and Patterson 2005 ; Nishii, Lepak and Schneider 2008 ) have recently turned their attention to HRM process , in particular, the way HR poli”
• How Does Human Resource Management Influence Organizational Outcomes? A Meta-analytic Investigation of Mediating Mechanisms (2012, background): “…Fey, and Park (2003) Training Performance appraisal, promotion, performance-based compensation Communication Employees’ ability Employees’ motivation Neal, West, and Patterson (2005) Organizational climate Productivity Ngo, Lau, and Foley (2008) Employee relations climate Overall operational…”
• The impact of individual and shared employee perceptions of HRM on affective commitment: Considering climate strength (2008, methodology): “First we extend this research by focusing on the process of HRM, instead of the content as was suggested recently (Neal et al., 2005), and examine the relationship between distinctiveness, consistency and consensus of an HRM system (Bowen and Ostroff, 2004) on one hand and affective commitment on th”
• Perceptions of HR practices and innovative work behavior: the moderating effect of an innovative climate (2019, background): “When it comes to training and development practice, this would mean that perceptions of training and development would only result in stronger perceptions of IWB in a non-innovative climate, that is a climate unfavorable for innovation (Neal et al., 2005).”
• Age, proactivity and career development (2008, methodology): “We used structured face-to-face interviews with closed questions mostly, in which respondents were asked to answer using a predefined response format (see Neal et al. (2005)”