FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W4313649315> ?p ?o ?g. }

• W4313649315 endingPage "30" @default.
• W4313649315 startingPage "1" @default.
• W4313649315 abstract "Despite a growing interest in examining why and how variability within organizations develops throughout HR implementation, attempts hitherto appear futile. We evaluate that it is attributed to the with-organization level HRM research, overly skewed towards delineating the mediating processes. It is, as we argue, imperative to directly capture the sources and consequences of the discrepancy in the HRM–performance relationship to enrich our understanding of the phenomena and, more importantly, intervene more strategically in practice. To that end, we investigate how employee conscientiousness systematically changes the relationship between workgroup-level HR practices and employee affective commitment, subsequently conducive to task performance. Our analyses of time-lagged, multilevel data demonstrated that the indirect HRM–commitment–performance link turns significant only when the level of conscientiousness is factored in. Further, we found that motivation-enhancing HR practices are more effective for those low on conscientiousness, whereas high-conscientious individuals perform better under the influence of opportunity-enhancing HR practices. In our sample, the ability-enhancing HR bundle did not work together with conscientiousness either way. The current study is indeed a meaningful pursuit as one of the early attempts to draw a more nuanced picture of idiosyncratic employee responses." @default.
• W4313649315 created "2023-01-07" @default.
• W4313649315 creator A5031334892 @default.
• W4313649315 creator A5081149009 @default.
• W4313649315 date "2023-01-06" @default.
• W4313649315 modified "2023-10-18" @default.
• W4313649315 title "Personal disposition as the source of variability in the hrm-performance relationship: the moderating effects of conscientiousness on the relationship between high-commitment work system and employee outcome" @default.
• W4313649315 cites W1498238488 @default.
• W4313649315 cites W1600128604 @default.
• W4313649315 cites W1941518725 @default.
• W4313649315 cites W1944106288 @default.
• W4313649315 cites W1969772447 @default.
• W4313649315 cites W1970958413 @default.
• W4313649315 cites W1977267796 @default.
• W4313649315 cites W1979283882 @default.
• W4313649315 cites W1981724520 @default.
• W4313649315 cites W1985275190 @default.
• W4313649315 cites W1985563127 @default.
• W4313649315 cites W1986801655 @default.
• W4313649315 cites W1988897250 @default.
• W4313649315 cites W1990041238 @default.
• W4313649315 cites W1990199118 @default.
• W4313649315 cites W1992306759 @default.
• W4313649315 cites W2000010977 @default.
• W4313649315 cites W2003697192 @default.
• W4313649315 cites W2016742286 @default.
• W4313649315 cites W2017053988 @default.
• W4313649315 cites W2020701663 @default.
• W4313649315 cites W2029532555 @default.
• W4313649315 cites W2034414600 @default.
• W4313649315 cites W2037445371 @default.
• W4313649315 cites W2042049661 @default.
• W4313649315 cites W2042623444 @default.
• W4313649315 cites W2044882357 @default.
• W4313649315 cites W2051793237 @default.
• W4313649315 cites W2056393188 @default.
• W4313649315 cites W2058818389 @default.
• W4313649315 cites W2066123124 @default.
• W4313649315 cites W2070365963 @default.
• W4313649315 cites W2073279551 @default.
• W4313649315 cites W2073509778 @default.
• W4313649315 cites W2075687348 @default.
• W4313649315 cites W2077465748 @default.
• W4313649315 cites W2087252185 @default.
• W4313649315 cites W2092968198 @default.
• W4313649315 cites W2095696335 @default.
• W4313649315 cites W2096636685 @default.
• W4313649315 cites W2105050084 @default.
• W4313649315 cites W210577557 @default.
• W4313649315 cites W2112707326 @default.
• W4313649315 cites W2121528878 @default.
• W4313649315 cites W2121715516 @default.
• W4313649315 cites W2121848940 @default.
• W4313649315 cites W2122517769 @default.
• W4313649315 cites W2123017954 @default.
• W4313649315 cites W2131149454 @default.
• W4313649315 cites W2136971664 @default.
• W4313649315 cites W2137522119 @default.
• W4313649315 cites W2138870994 @default.
• W4313649315 cites W2140582804 @default.
• W4313649315 cites W2141125801 @default.
• W4313649315 cites W2141951824 @default.
• W4313649315 cites W2143812388 @default.
• W4313649315 cites W2145714078 @default.
• W4313649315 cites W2147018985 @default.
• W4313649315 cites W2147980814 @default.
• W4313649315 cites W2150407421 @default.
• W4313649315 cites W2150738738 @default.
• W4313649315 cites W2151764528 @default.
• W4313649315 cites W2151904515 @default.
• W4313649315 cites W2155018768 @default.
• W4313649315 cites W2155258720 @default.
• W4313649315 cites W2156120237 @default.
• W4313649315 cites W2158517811 @default.
• W4313649315 cites W2163914445 @default.
• W4313649315 cites W2168432963 @default.
• W4313649315 cites W2169962981 @default.
• W4313649315 cites W2171103768 @default.
• W4313649315 cites W2345776924 @default.
• W4313649315 cites W2503771159 @default.
• W4313649315 cites W2514584543 @default.
• W4313649315 cites W2560808181 @default.
• W4313649315 cites W2730610256 @default.
• W4313649315 cites W2892197059 @default.
• W4313649315 cites W2950821825 @default.
• W4313649315 cites W3015242531 @default.
• W4313649315 cites W3042853569 @default.
• W4313649315 cites W3087095052 @default.
• W4313649315 cites W3121978191 @default.
• W4313649315 cites W3122125999 @default.
• W4313649315 cites W3125977431 @default.
• W4313649315 cites W3208911473 @default.
• W4313649315 cites W4212836566 @default.
• W4313649315 cites W4214717377 @default.
• W4313649315 cites W4231932446 @default.
• W4313649315 cites W4292661070 @default.
• W4313649315 doi "https://doi.org/10.1080/09585192.2022.2163464" @default.
• W4313649315 hasPublicationYear "2023" @default.

• next