| Green human resource management practices: scale development and validity |
56 |
| An empirical study of green' workplace behaviours: ability, motivation and opportunity |
16 |
| Why and when knowledge hiding in the workplace is harmful: a review of the literature and directions for future research in the Chinese context |
16 |
| High-performance work systems and employee engagement: empirical evidence from China |
9 |
| High-performance work system and employee performance: the mediating roles of social exchange and thriving and the moderating effect of employee proactive personality |
9 |
| The direct and moderating effect of learning orientation on individual performance in the banking industry in China: contextualization of high-performance work systems |
6 |
| Cross-level effects of high-commitment work systems on work engagement: the mediating role of psychological capital |
5 |
| Abusive supervision and emotional exhaustion: the moderating role of power distance orientation and the mediating role of interaction avoidance |
5 |
| Employment inequality among women migrant workers in China: comparative analysis from the 2014 Guangdong Migrant Workers Survey |
4 |
| What one thinks determines one's actions: the importance of employees' perception in implementing HR systems |
4 |
| How do department high-performance work systems affect creative performance? a cross-level approach |
4 |
| Human resource management policy choices, management practices and health workforce sustainability: remote Australian perspectives |
3 |
| Towards better work in China: mapping the relationships between high-performance work systems, trade unions, and employee well-being |
3 |
| How workplace incivility influences job performance: the role of image outcome expectations |
3 |
| The effect of corporate governance on firms' decent work policies in Japan |
3 |
| A conceptual framework for international human resource management research in developing economies |
3 |
| Humor and workplace stress: a longitudinal comparison between Australian and Chinese employees |
3 |
| Sexual harassment training: explaining differences in Australian and US approaches |
3 |
| Brilliant health service management: challenging perceptions and changing HR practices in health services |
3 |
| Bullying bystander reactions: a case study in the Taiwanese workplace |
2 |
| Role ambiguity and perceptions of unfair performance appraisals: mitigating roles of personal resources |
2 |
| Fostering workplace creativity: examining the roles of job design and organizational context |
2 |
| Emergency management and HRM in local governments: HR professionals as network managers |
2 |
| Gender diversity from the top: the trickle-down effect in the Australian public sector |
2 |
| Scholars, strategists or stakeholders? Competing rationalities and impact of performance evaluation for academic managers in Chinese universities |
2 |
| Work-family spillover and crossover effects of authentic leadership in China |
2 |
| Organizational culture, leaders' vision of talent, and HR functions on career changers' commitment: the moderating effect of training in South Korea |
2 |
| Leader-follower guanxi: an invisible hand of cronyism in Chinese management |
2 |
| Servant leadership for team conflict management, co-ordination, and customer relationships |
2 |
| Layers of union organising and representation: the case study of a strike in a Japanese-funded auto plant in China |
2 |
| Employment conditions and emerging labour movements of non-regular workers in Japan |
2 |
| The diverging paths of skilled immigration in Singapore, Japan and Korea: policy priorities and external labor market for skilled foreign workers |
2 |
| An identification-based model of workplace incivility and employee creativity: evidence from China |
2 |
| High-performance work systems and firm capabilities in Korea: a fit perspective with organizational culture |
2 |
| High-performance work systems as a remedy for growing pains: evidence from South Korean organizations |
1 |
| Exploring the antecedents of employees' developmental network characteristics: does context matter? |
1 |
| How likely am I to return home? A study of New Zealand self-initiated expatriates |
1 |
| Making sense of sexual harassment: narratives of working women in Sri Lanka |
1 |
| The birthplaces, languages, ancestries and religions of chief executive officers and managing directors in Australia |
1 |
| Control and involvement HR practices in Indian call centres: still searching for answers |
1 |
| Moving from the developing to the developed: compensation disparities of Chinese expatriates |
1 |
| Back to the future: workplace relations and labour law in the 21(st) century in the Asia Pacific context |
1 |
| 'In the eyes of the beholder': the influence of academic performance and extracurricular activities on the perceived employability of Chinese business graduates |
1 |
| Conflict management for co-ordination between shift teams in Shanghai subway stations |
0 |
| International labour standards and decent work: a critical analysis of Thailand's experiences, with suggestions for theory, policy, practice and research |
0 |
| Addressing the implementation gap in flexiwork policies: the case of part-time work in Singapore |
0 |
| Influence of emotional coping on decision to stay in dysfunctional mentoring relationship |
0 |
| Effects of stress interviews on selection/recruitment function of employment interviews |
0 |
| Subordinate's proactivity in performance planning: implications for performance management systems |
0 |
