K. van de Voorde

Organizational Behavior and Human Resource Management · 2012–2019

A researcher in the Science corpus: 7 papers; trusts 69 researchers and is trusted by 14 researchers here, as inferred from the citation graph.

Subfields

• Organizational Behavior and Human Resource Management — 195 citations into it; #1,909 of 8,741 by trust here, #1,651 by citations
• General Health Professions — 77 citations into it; #731 of 4,781 by trust here, #457 by citations
• Social Psychology — 53 citations into it; #7,358 of 15,694 by trust here, #4,240 by citations
• Strategy and Management — 38 citations into it
• Management Information Systems — 30 citations into it
• Sociology and Political Science — 26 citations into it
• Applied Psychology — 20 citations into it
• Gender Studies — 17 citations into it

Whom K. van de Voorde trusts overall

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

1. Patrick M. Wright
2. J. Paauwe
3. J. Godard
4. Arnold B. Bakker
5. David P. Lepak
6. P. Bliese
7. Wilmar B. Schaufeli
8. W. Boswell
9. M. van Veldhoven
10. Riki Takeuchi

Who trusts K. van de Voorde overall

1. Chidiebere Ogbonnaya
2. R. Peccei
3. V. Khoreva
4. Inmaculada Beltrán Martín
5. Jake G. Messersmith
6. Thomas Van Waeyenberg
7. Edel Conway
8. B. George
9. Viktoria Oppenauer
10. Heidi Wechtler

Papers from K. van de Voorde's perspective

Ordered by how strongly the researchers K. van de Voorde trusts endorse each paper. Same corpus, a different order for every researcher.

1. Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis.
2. Desegregating HRM: A Review and Synthesis of Micro and Macro Human Resource Management Research
3. Manufacturing Advantage: Why High-Performance Work Systems Pay Off
4. Measurement error in research on human resources and firm performance: How much error is there and how does it influence effect size estimates?
5. The role of positive emotions in positive psychology. The broaden-and-build theory of positive emotions. (American Psychologist)
6. THE RELATIONSHIP BETWEEN HR PRACTICES AND FIRM PERFORMANCE: EXAMINING CAUSAL ORDER
7. A network model of organizational climate: Friendship clusters, subgroup agreement, and climate schemas
8. Mediation in experimental and nonexperimental studies: new procedures and recommendations. (Psychological methods)
9. A meta‐analytic investigation of the relationship between HRM bundles and firm performance
10. The job satisfaction-job performance relationship: a qualitative and quantitative review. (Psychological bulletin)

Their papers

• Employee well-being and the HRM-organizational performance relationship: A review of quantitative studies (2012) — 812 citations
• Human resource management–well‐being–performance research revisited: Past, present, and future (2019) — 244 citations
• The Application of the Multilevel Paradigm in Human Resource Management–Outcomes Research: Taking Stock and Going Forward (2019) — 107 citations
• Exploring the relationships between high involvement work system practices, work demands and emotional exhaustion: a multi-level study. (2018) — 107 citations
• Connecting empowerment-focused HRM and labour productivity to work engagement: the mediating role of job demands and resources (2016) — 152 citations
• The role of employee HR attributions in the relationship between high‐performance work systems and employee outcomes (2015) — 317 citations
• High performance work practices in small firms: a resource-poverty and strategic decision-making perspective (2013) — 175 citations