| Development and retention of Generation Y employees: a conceptual framework |
17 |
| HR practices and employee performance: the mediating role of well-being |
14 |
| Unraveling the black box The linkage between high-performance work systems and employee outcomes |
13 |
| The impacts of work-life-balance (WLB) challenges on social sustainability: The experience of Nigerian female medical doctors |
12 |
| The link between perceived high-performance work practices, employee attitudes and service quality: The mediating and moderating role of trust |
9 |
| Exploring the mediating effects between transformational leadership and organizational performance |
7 |
| Employee involvement and job satisfaction: a tale of the millennial generation |
7 |
| The mediating role of overall fairness perception: a structural equation modelling assessment |
7 |
| How organization justice and perceived organizational support facilitate employees' innovative behavior at work |
6 |
| The impact of HR development on innovative performances in central and eastern European countries |
6 |
| Examining the impact of organizational culture on trust and career satisfaction in the UAE public sector: A competing values perspective |
6 |
| Specific HR practices and employee commitment: the mediating role of job satisfaction |
5 |
| Consumer-directed care and the relational triangle Power, subordination and competing demands - a qualitative study |
5 |
| The influences of transformational leadership on employee employability Evidence from China |
5 |
| Employees' perceptions of human resource management practices and employee outcomes Empirical evidence from small and medium-sized enterprises in China |
5 |
| Employee voice and silence in multinational corporations in the mobile telecommunications industry in Nigeria |
5 |
| Education, organizational commitment, and rewards within Japanese manufacturing companies in China |
4 |
| Reactions to the national living wage in hospitality |
4 |
| Expanding social actor-based explanations in labour market dualisation research A combined macro-micro and micro-macro approach |
4 |
| Explaining and tackling the informal economy: a dual informal labour market approach |
4 |
| Developing serving culture: focus on workplace empowerment |
4 |
| Generation Y workers An empirical framework for cultural and organizational aspects |
4 |
| When a proximate starts to gossip Instrumentality considerations in the emergence of abusive supervision |
4 |
| The gift in shared HRM ethics in SMEs |
4 |
| Are high-performance work systems (HPWS) appreciated by everyone? The role of management position and gender on the relationship between HPWS and affective commitment |
4 |
| Exploring millennial psychological contract expectations across talent segments |
4 |
| High-involvement innovation: views from frontline service workers and managers |
4 |
| Antecedents of intensified job demands: evidence from Austria |
3 |
| Converging HRM practices? A comparison of high performance work system practices in MNC subsidiaries and domestic firms in Pakistan |
3 |
| Human resource management (HRM) practices and organizational performance The mediating role of employee competencies |
3 |
| Just benefits? Employee benefits and organisational justice |
3 |
| Data-based ethical decision making, lateral relations, and organizational commitment: Building positive workplace connections through ethical operations |
3 |
| High-commitment work systems and employee voice A multilevel and serial mediation approach inside the black box |
3 |
| Manager-employee psychological contracts: enter the smartphone |
3 |
| Does e-HRM improve labour productivity? A study of commercial bank workplaces in Pakistan |
3 |
| What future for industrial relations in Europe? |
3 |
| Industrial relations in Italy in the twenty-first century |
3 |
| Why is informal employment more common in some countries? An exploratory analysis of 112 countries |
3 |
| Virtuality at work and social media use among dispersed workers Promoting network ties, shared vision and trust |
3 |
| Job crafting and well-being in the elderly care sector: the effect of over-commitment |
3 |
| Managing religious diversity in secular organizations in France |
3 |
| Gender inequalities in job quality during the recession |
3 |
| Labour reputation and financial performance: is there a causal relationship? |
3 |
| How to improve organisational citizenship behaviour by combining ability, motivation and opportunity The moderator role of perceived organisational support |
3 |
| Relationship between gender-sensitive practices and family support and its impact on psychological well-being of women employees in call centers in India |
3 |
| Towards well-being: role of diversity and nature of work |
3 |
| Bullying effects on performance and engagement among academics |
3 |
| Impact of national culture on organizations' use of selection practices |
3 |
| Differential impact of short-term and long-term group incentives |
3 |
| Consequences of workplace violence behaviors in Jordanian public hospitals |
3 |
