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Do Organisational Climate and Strategic Orientation Moderate the Relationship Between Human Resource Management Practices and Productivity?
Neal, Andrew; Patterson, M; West, M - Centre for Economic Performance, LSE - 2004
Contingency formulations of Human Resource Management (HRM) theory suggest thatthe effectiveness of HRM practices should vary across firms. This study examinedwhether the relationship between HRM practices and productivity in manufacturingcompanies is contingent upon organizational climate and...
Persistent link: https://www.econbiz.de/10005670503
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Family-Friendly Working: What a Performance! An Analysis of the Relationship Between the Availability of Family-Friendly Policies and Establishment Performance
Gray, Helen - Centre for Economic Performance, LSE - 2002
This paper uses the Management and Employee Questionnaires from the 1998 Workplace Employee Relations Survey (WERS98) to consider whether the performance of workplaces which offer a range of family-friendly policies are superior to that of workplaces without such practices. It is found that in...
Persistent link: https://www.econbiz.de/10005016998
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The Impact of an Innovative Human Resource Function on Firm Performance: the Moderating Role of Financing Strategy
Dawson, J; Knight-Turvey, Neal; Neal, Andrew; West, M - Centre for Economic Performance, LSE - 2004
The current study examined the impact of the human resource function and financing strategyon the financial performance of 104 UK manufacturing firms. Hypotheses are drawn from aresource-based perspective on human resource management and a financial theoryperspective on capital structure....
Persistent link: https://www.econbiz.de/10005670421
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Organizational Climate and Company Productivity: the Role of Employee Affect and Employee Level
Patterson, M; Warr, P; West, M - Centre for Economic Performance, LSE - 2004
correlated in controlled analyses with eight aspects of organizational climate(e.g. skill development and concern for employee …
Persistent link: https://www.econbiz.de/10005670579
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Does High Involvement Management Lead to Higher Pay?
Bryson, Alex; Böckerman, Petri; Ilmakunnas, Pekka - Centre for Economic Performance, LSE - 2011
Using nationally representative survey data for Finnish employees linked to register data on their wages and work histories we find wage effects of high involvement management (HIM) practices are generally positive and significant. However, employees with better wage and work histories are more...
Persistent link: https://www.econbiz.de/10008854565
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Labor Market Institutions, Wages and Investment
Pischke, Jörn-Steffen - Centre for Economic Performance, LSE - 2004
Labor market institutions, via their effect on the wage structure, affect the investmentdecisions of firms in labor markets with frictions. This observation helps explain rising wageinequality in the US, but a relatively stable wage structure in Europe in the 1980s. Thesedifferent trends are the...
Persistent link: https://www.econbiz.de/10005670541
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Its a Family Affair: the Effect of Union Recognition and Human Resource Management on the Provision of Equal Opportunities in the UK
Fernie, Sue; Gray, Helen - Centre for Economic Performance, LSE - 2002
Equal opportunities policies and family-friendly practices are examined using data from the 1998 Workplace Employee Relations Survey in order to assess (i) their associations with union recognition and strategic human resource management and (ii) the outcomes of what has recently been described...
Persistent link: https://www.econbiz.de/10005017061
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HRM and Workplace Motivation: Incremental and Threshold Effects
Bryson, Alex; White, Michael - Centre for Economic Performance, LSE - 2011
domain-level analysis (comprising groups of practices for specific domains such as employee development) and the across …
Persistent link: https://www.econbiz.de/10009365661
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Human resource management: how much do firms really need?
Bryson, Alex; White, Michael - Centre for Economic Performance, LSE - 2013
More complete systems of human resource management (HRM) could deliver really extensive gains in employee motivation, according to an analysis of representative data from British workplaces by Michael White and Alex Bryson. Their research explores whether the introduction of 'high-performance...
Persistent link: https://www.econbiz.de/10010721419
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HRM Practices and Knowledge Processes Outcomes: Empirical Evidence from a Quasi-Experiment on UK SMEs in the Tourism Hospitality and Leisure Sector
Georgiadis, Andreas; Pitelis, Christos N. - Centre for Economic Performance, LSE - 2008
firm to capitalise on investment in knowledge as measured by the returns to innovation and business development expenditure … suggest that businesses that receive support on the area of staff training and development, in HR planning and in staff … recruitment and retention generate 100%, 86% and 134% more revenue per pound spend on innovation and business development compared …
Persistent link: https://www.econbiz.de/10005151049