| Managing non-family talent: Evidence from German-speaking regions |
5 |
| Linking justice perceptions, workplace relationship quality and job performance: The differential roles of vertical and horizontal workplace relationships |
4 |
| Organizational working time regimes: Drivers, consequences and attempts to change patterns of excessive working hours |
3 |
| Digital technology, work extension and the acceleration society |
3 |
| Advancing knowledge on human resource management in family firms: An introduction and integrative framework |
3 |
| Handling tensions in human resource management: Insights from paradox theory |
3 |
| Workplace favouritism, psychological contract violation and turnover intention: Moderating roles of authentic leadership and job insecurity climate |
3 |
| The interrelationships among job satisfaction, work-home interference and psychological contract breach |
2 |
| Sickness presenteeism as coping behaviour under conditions of high job control |
2 |
| Further exploring the links between high-performance work practices and firm performance: A multiple-mediation model in the German context |
2 |
| Social capital drives SME growth: A study of family firms in Poland |
2 |
| How social acceleration affects the work practices of academics: A study in Brazil |
2 |
| How do differing degrees of working-time autonomy and overtime affect worker well-being? A multilevel approach using data from the German Socio-Economic Panel (SOEP) |
1 |
| The cost of shift work: Absenteeism in a large German automobile plant |
1 |
| The impact of long working hours on the health of German employees |
1 |
| Protecting older workers' employability: A survey study of the role of transformational leadership |
1 |
| How does leadership influence incident reporting intention in healthcare? A dual process model of leader-member exchange |
1 |
| Organizational antecedents of firms' adoption of strategic human resource practices: Toward a reconciliation of CEO perceptions and family influence |
0 |
| Recruitment practices under scrutiny: A latent-profile analysis of family firms' approaches to recruit non-family employees |
0 |
| How multi-optional experts maintain and enhance their employability |
0 |
| The paradox of serving: Can genuine servant leadership gain followers' respect for the leader? Evidence from Germany and Lithuania |
0 |
| The moderating role of message content in the formation of employee voice |
0 |
| Perceived roles of women directors on supervisory boards: Insights from a qualitative study |
0 |
| The role of affective states in potential applicants' evaluations of employer attractiveness |
0 |
| How followers' emotional stability and cultural value orientations moderate the impact of health-promoting leadership and abusive supervision on health-related resources |
0 |
| Interpersonal conflicts in executive training: Types, antecedents and consequences |
0 |
| Ethical branding as a discoursive resource for employee identity work: A case study |
0 |
| Excessive work regimes and functional stupidity |
0 |
| Working time regimes: A panel discussion on continuing problems |
0 |
| Resisting long working hours: The case of Spanish female teleworkers |
0 |
