| Using multi-item psychometric scales for research and practice in human resource management |
25 |
| The HR role in corporate social responsibility and sustainability: A boundary-shifting literature review |
19 |
| Workplace contextual supports for LGBT employees: A review, meta-analysis, and agenda for future research |
18 |
| Well-being-oriented human resource management practices and employee performance in the Chinese banking sector: The role of social climate and resilience |
17 |
| Reducing intentions to resist future change: Combined effects of commitment-based HR practices and ethical leadership |
14 |
| On the treatment of persons with disabilities in organizations: A review and research agenda |
13 |
| Are you really doing good things in your boss's eyes? Interactive effects of employee innovative work behavior and leader-member exchange on supervisory performance ratings |
13 |
| Subsidiary staffing, cultural friction, and subsidiary performance: Evidence from Korean subsidiaries in 63 countries |
12 |
| The Effect of International Work Experience on the Career Success of Expatriates: A Comparison of Assigned and Self-Initiated Expatriates |
12 |
| Perceived human resource system strength and employee reactions toward change: Revisiting human resource's remit as change agent |
11 |
| Why do women engineers leave the engineering profession? The roles of work-family conflict, occupational commitment, and perceived organizational support |
11 |
| Do LGBT-supportive corporate policies enhance firm performance? |
11 |
| Expanding the concept of fit in strategic human resource management: An examination of the relationship between human resource practices and charismatic leadership on organizational outcomes |
10 |
| Do women leaders promote positive change? Analyzing the effect of gender on business practices and diversity initiatives |
10 |
| Thriving of employees with disabilities: The roles of job self-efficacy, inclusion, and team-learning climate |
10 |
| Relationship between innovation-led HR policy, strategy, and firm performance: A serial mediation investigation |
9 |
| Experiencing meaningfulness climate in teams: How spiritual leadership enhances team effectiveness when facing uncertain tasks |
9 |
| Human resource management in Chinese multinationals in the United Kingdom: The interplay of institutions, culture, and strategic choice |
9 |
| Talent management, absorptive capacity, and firm performance: Does it work in China and Russia? |
8 |
| Building credible human capital analytics for organizational competitive advantage |
8 |
| Career mentoring in context: A multilevel study on differentiated career mentoring and career mentoring climate |
8 |
| When and why does transformational leadership influence employee creativity? The roles of personal control and creative personality |
8 |
| Fine-tuning what we know about employees' experience with flexible work arrangements and their job attitudes |
8 |
| Effects of training and development on employee outcomes and firm innovative performance: Moderating roles of voluntary participation and evaluation |
7 |
| Appearing self-confident and getting credit for it: Why it may be easier for men than women to gain influence at work |
7 |
| Trickle-down effect: The impact of female board members on executive gender diversity |
7 |
| The phenomenon of young talent management in RussiaA context-embedded analysis |
7 |
| HR flexibility: Precursors and the contingent impact on firm financial performance |
7 |
| Strategic HR system differentiation between jobs: The effects on firm performance and employee outcomes |
7 |
| The benefits of being understood: The role of ethnic identity confirmation in knowledge acquisition by expatriates |
7 |
| Is coworker feedback more important than supervisor feedback for increasing innovative behavior? |
6 |
| What threatens retail employees' thriving at work under leader-member exchange? The role of store spatial crowding and team negative affective tone |
6 |
| Examining the link between flexible working arrangement bundles and employee work effort |
6 |
| Analytical abilities and the performance of HR professionals |
6 |
| Managerial Family Ties and Employee Risk Bearing in Family Firms: Evidence from Spanish Car Dealers |
6 |
| From schoolyard to workplace: The impact of bullying on sales and business employees' machiavellianism, job satisfaction, and perceived importance of an ethical issue |
6 |
| Effects of high-performance work systems on transformational leadership and team performance: Investigating the moderating roles of organizational orientations |
6 |
| Shift work and sickness absencethe mediating roles of work-home conflict and perceived health |
6 |
| Negative and positive synergies: On employee development practices, motivational climate, and employee outcomes |
6 |
| How and when matter: Exploring the interaction effects of high-performance work systems, employee participation, and human capital on organizational innovation |
6 |
| Performance-based rewards and innovative behaviors |
6 |
| How do industrial relations climate and union instrumentality enhance employee performance? The mediating effects of perceived job security and trust in management |
6 |
| Organizing the HRM function: Responses to paradoxes, variety, and dynamism |
5 |
| The HR-line-connecting HRM system and its effects on employee turnover |
5 |
| Expanding the work-life balance discourse to LGBT employees: Proposed research framework and organizational responses |
5 |
| HR systems, HR departments, and perceived establishment labor productivity |
5 |
| Conducting Mode 2 research in HRM: A phase-based framework |
5 |
| A multilevel examination of skills-oriented human resource management and perceived skill utilization during recession: Implications for the well-being of all workers |
5 |
| Human resource management and industrial relations in multinational corporations in and from China: Challenges and new insights |
5 |
| The impact of mentoring quality on proteges' organization-based self-esteem and proactive behavior: The moderating role of traditionality |
5 |
