Pei-Chuan Wu

Organizational Behavior and Human Resource Management · 2002–2011

A researcher in the Science corpus: 4 papers; trusts 25 researchers and is trusted by 4 researchers here, as inferred from the citation graph.

Subfields

• Organizational Behavior and Human Resource Management — 40 citations into it; #4,760 of 8,741 by trust here, #3,343 by citations
• Strategy and Management — 20 citations into it
• Gender Studies — 12 citations into it
• Social Psychology — 12 citations into it
• Sociology and Political Science — 11 citations into it
• Accounting — 10 citations into it
• Public Administration — 8 citations into it
• Applied Psychology — 6 citations into it

Whom Pei-Chuan Wu trusts overall

Their strongest outbound trust, strongest first, inferred from their citations.

1. E. Whitener
2. David P. Lepak
3. Johngseok Bae
4. J. Krull
5. David Hofmann
6. B. Kuvaas
7. Eunmi Chang
8. Scott A. Snell
9. Riki Takeuchi
10. David P. MacKinnon

Who trusts Pei-Chuan Wu overall

1. Romina García‐Chas
2. Edelmira Neira-Fontela
3. Jake G. Messersmith
4. R. Peccei
5. K. van de Voorde
6. Viktoria Oppenauer
7. Robert L. Engle
8. Margaret E. Heffernan
9. J. Jyoti
10. Carmen Castro-Casal

Papers from Pei-Chuan Wu's perspective

Ordered by how strongly the researchers Pei-Chuan Wu trusts endorse each paper. Same corpus, a different order for every researcher.

1. HUMAN RESOURCE MANAGEMENT AND LABOR PRODUCTIVITY: DOES INDUSTRY MATTER?
2. Organizational and HRM Strategies in Korea: Impact on Firm Performance in an Emerging Economy
3. High Performance Work Systems and Intermediate Indicators of Firm Performance Within the US Small Business Sector
4. An empirical examination of the mechanisms mediating between high-performance work systems and the performance of Japanese organizations. (Journal of Applied Psychology)
5. Desegregating HRM: A Review and Synthesis of Micro and Macro Human Resource Management Research
6. Do “high commitment” human resource practices affect employee commitment? A cross-level analysis using hierarchical linear modeling
7. Manufacturing Advantage: Why High-Performance Work Systems Pay Off
8. SOURCES OF SUPPORT AND EXPATRIATE PERFORMANCE: THE MEDIATING ROLE OF EXPATRIATE ADJUSTMENT
9. HOW MUCH DO HIGH-PERFORMANCE WORK PRACTICES MATTER? A META-ANALYSIS OF THEIR EFFECTS ON ORGANIZATIONAL PERFORMANCE
10. Examining the Human Resource Architecture: The Relationships Among Human Capital, Employment, and Human Resource Configurations

Their papers

• Cultural Dimensions at the Individual Level of Analysis (2002) — 267 citations
• High-performance work systems in foreign subsidiaries of American multinationals: An institutional model (2011) — 116 citations
• The impact of expatriate supporting practices and cultural intelligence on cross-cultural adjustment and performance of expatriates in Singapore (2011) — 178 citations
• The Role of Procedural Justice and Power Distance in the Relationship Between High Performance Work Systems and Employee Attitudes: A Multilevel Perspective (2009) — 239 citations