FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W2130102663> ?p ?o ?g. }

• W2130102663 endingPage "790" @default.
• W2130102663 startingPage "772" @default.
• W2130102663 abstract "Purpose – The purpose of this paper is to increase the understanding of the influence of high-performance work systems (HPWS) upon job satisfaction (JS), organizational commitment (OC) and intention to quit (QI). Design/methodology/approach – The data come from a questionnaire administered to 730 employees in different organizations. All questionnaires were administered “live,” in the presence of one or more members of the research team, with the ability to answer any of the respondents’ clarification questions. Findings – The results of this study allow the authors to better understand how the effects of HPWS are exerted on the intention to quit by highlighting the mediating role played by JS and OC. In addition, the results demonstrate a synergistic effect of HPWS, meaning that the combined effects of three sets of HR practices (skill-enhancing, motivation-enhancing and opportunity-enhancing practices) is greater than the sum of each set taken individually. Research limitations/implications – The cross-sectional nature of the study prevents the authors from inferring true causality between human resource management (HRM) practices and the attitudes and behaviors of employees. Only a longitudinal study measuring levels of JS, OC and quit intention before and after implementation of such practices would establish such causality. Practical implications – For leaders and managers of organizations seeking to reduce the rate of employee turnover, the results are eloquent: increased investment in a HPWS can significantly improve JS, helping to increase OC and reduce intention to quit. In the prevailing context of “talent war,” organizations that are the most proactive in the implementation of HRM systems, that is, systems designed to improve the skills of employees, to motivate them to use these skills and to empower them in their decision making at work, will be the employers that are more likely to retain skilled employees. Originality/value – This paper focusses on the complementary rather than aggregate effects of three sets of HRM practices, thus contributing to the discussion on the notion of complementarity among HRM practices, a notion that has been called into question in certain studies." @default.
• W2130102663 created "2016-06-24" @default.
• W2130102663 creator A5020687828 @default.
• W2130102663 creator A5038065166 @default.
• W2130102663 creator A5081009670 @default.
• W2130102663 date "2015-08-03" @default.
• W2130102663 modified "2023-10-18" @default.
• W2130102663 title "Impact of high-performance work systems on job satisfaction, organizational commitment, and intention to quit in Canadian organizations" @default.
• W2130102663 cites W1490653304 @default.
• W2130102663 cites W1590823102 @default.
• W2130102663 cites W1966409890 @default.
• W2130102663 cites W1968357200 @default.
• W2130102663 cites W1968592118 @default.
• W2130102663 cites W1971847486 @default.
• W2130102663 cites W1979521052 @default.
• W2130102663 cites W1979813301 @default.
• W2130102663 cites W1980996468 @default.
• W2130102663 cites W1989362746 @default.
• W2130102663 cites W1990054275 @default.
• W2130102663 cites W1990199118 @default.
• W2130102663 cites W1997093112 @default.
• W2130102663 cites W2010298269 @default.
• W2130102663 cites W2010940490 @default.
• W2130102663 cites W2022786786 @default.
• W2130102663 cites W2025115221 @default.
• W2130102663 cites W2031226076 @default.
• W2130102663 cites W2031502610 @default.
• W2130102663 cites W2032427428 @default.
• W2130102663 cites W2033469199 @default.
• W2130102663 cites W2041090984 @default.
• W2130102663 cites W2046855963 @default.
• W2130102663 cites W2050475065 @default.
• W2130102663 cites W2053749740 @default.
• W2130102663 cites W2071460172 @default.
• W2130102663 cites W2076025404 @default.
• W2130102663 cites W2078536767 @default.
• W2130102663 cites W2081900733 @default.
• W2130102663 cites W2083174051 @default.
• W2130102663 cites W2084710723 @default.
• W2130102663 cites W2098777079 @default.
• W2130102663 cites W2098983122 @default.
• W2130102663 cites W2106096361 @default.
• W2130102663 cites W2110162191 @default.
• W2130102663 cites W2111204980 @default.
• W2130102663 cites W2118361851 @default.
• W2130102663 cites W2119066639 @default.
• W2130102663 cites W2121848940 @default.
• W2130102663 cites W2122912498 @default.
• W2130102663 cites W2123893969 @default.
• W2130102663 cites W2129239199 @default.
• W2130102663 cites W2138870994 @default.
• W2130102663 cites W2148993971 @default.
• W2130102663 cites W2156120237 @default.
• W2130102663 cites W2157209757 @default.
• W2130102663 cites W2157726932 @default.
• W2130102663 cites W2160872666 @default.
• W2130102663 cites W2168650487 @default.
• W2130102663 cites W2320413671 @default.
• W2130102663 cites W2504922513 @default.
• W2130102663 cites W2553828139 @default.
• W2130102663 cites W2914337878 @default.
• W2130102663 cites W3121978191 @default.
• W2130102663 cites W3124820031 @default.
• W2130102663 cites W4232667233 @default.
• W2130102663 cites W4233977211 @default.
• W2130102663 cites W4235678817 @default.
• W2130102663 cites W4237138507 @default.
• W2130102663 cites W4300987477 @default.
• W2130102663 doi "https://doi.org/10.1108/ijm-01-2014-0005" @default.
• W2130102663 hasPublicationYear "2015" @default.
• W2130102663 type Work @default.
• W2130102663 sameAs 2130102663 @default.
• W2130102663 citedByCount "68" @default.
• W2130102663 countsByYear W21301026632015 @default.
• W2130102663 countsByYear W21301026632016 @default.
• W2130102663 countsByYear W21301026632017 @default.
• W2130102663 countsByYear W21301026632018 @default.
• W2130102663 countsByYear W21301026632019 @default.
• W2130102663 countsByYear W21301026632020 @default.
• W2130102663 countsByYear W21301026632021 @default.
• W2130102663 countsByYear W21301026632022 @default.
• W2130102663 countsByYear W21301026632023 @default.
• W2130102663 crossrefType "journal-article" @default.
• W2130102663 hasAuthorship W2130102663A5020687828 @default.
• W2130102663 hasAuthorship W2130102663A5038065166 @default.
• W2130102663 hasAuthorship W2130102663A5081009670 @default.
• W2130102663 hasConcept C127413603 @default.
• W2130102663 hasConcept C135302770 @default.
• W2130102663 hasConcept C151730666 @default.
• W2130102663 hasConcept C15744967 @default.
• W2130102663 hasConcept C18762648 @default.
• W2130102663 hasConcept C202372285 @default.
• W2130102663 hasConcept C2718322 @default.
• W2130102663 hasConcept C2779343474 @default.
• W2130102663 hasConcept C41008148 @default.
• W2130102663 hasConcept C56739046 @default.
• W2130102663 hasConcept C75630572 @default.
• W2130102663 hasConcept C77805123 @default.

• next