Lilian Otaye

Organizational Behavior and Human Resource Management · 2016

A researcher in the Science corpus: 1 paper; trusts 10 researchers and is trusted by 0 researchers here, as inferred from the citation graph.

Subfields

Whom Lilian Otaye trusts

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

  1. Gilad Chen (in Organizational Behavior and Human Resource Management)
  2. Mohan Subramaniam (in Strategy and Management)
  3. M. Youndt (in Strategy and Management)
  4. Patrick M. Wright (in Strategy and Management)
  5. R. Klimoski (in Organizational Behavior and Human Resource Management)
  6. M. Gavin (in Organizational Behavior and Human Resource Management)
  7. Ingmar Björkman (in Organizational Behavior and Human Resource Management)
  8. David Hofmann (in Organizational Behavior and Human Resource Management)
  9. Mats Ehrnrooth (in Organizational Behavior and Human Resource Management)
  10. Gary C. Mcmahan (in Strategy and Management)

Papers from Lilian Otaye's perspective

Ordered by how strongly the researchers Lilian Otaye trusts endorse each paper. Same corpus, a different order for every researcher.

  1. An empirical examination of the mechanisms mediating between high-performance work systems and the performance of Japanese organizations. (Journal of Applied Psychology)
  2. Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis.
  3. HOW MUCH DO HIGH-PERFORMANCE WORK PRACTICES MATTER? A META-ANALYSIS OF THEIR EFFECTS ON ORGANIZATIONAL PERFORMANCE
  4. The Influence of Intellectual Capital on the Types of Innovative Capabilities
  5. MEASUREMENT ERROR IN RESEARCH ON THE HUMAN RESOURCES AND FIRM PERFORMANCE RELATIONSHIP: FURTHER EVIDENCE AND ANALYSIS
  6. A group-level model of safety climate: testing the effect of group climate on microaccidents in manufacturing jobs. (Journal of Applied Psychology)
  7. Human capital and learning as a source of sustainable competitive advantage
  8. The Consequences of Human Resource Stocks and Flows: A Longitudinal Examination of Unit Service Orientation and Unit Effectiveness
  9. HRM Practices, Organizational Citizenship Behaviour, and Performance: A Multi-Level Analysis
  10. Do they see eye to eye? Management and employee perspectives of high-performance work systems and influence processes on service quality. (Journal of Applied Psychology)

Their papers