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Do organisational climate and strategic orientation moderate the relationship between human resource management practices and productivity?

Neal, Andrew; West, Michael A.; Patterson, Malcolm G. - London School of Economics (LSE) - 2004

Contingency formulations of Human Resource Management (HRM) theory suggest that the effectiveness of HRM practices should vary across firms. This study examined whether the relationship between HRM practices and productivity in manufacturing companies is contingent upon organizational climate...

Persistent link: https://www.econbiz.de/10010745074

Family-friendly working: what a performance! An analysis of the relationship between the availability of family-friendly policies and establishment performance

Gray, Helen - London School of Economics (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/10010745244

Does high involvement management lead to higher pay?

Böckerman, Petri; Bryson, Alex; Ilmakunnas, Pekka - London School of Economics (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/10011071162

Organizational climate and company productivity: the role of employee affect and employee level

Patterson, Malcolm; Warr, Peter; West, Michael - London School of Economics (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/10011071389

The impact of an innovative human resource function on firm performance: the moderating role of financing strategy

Knight-Turvey, Neal; Neal, Andrew; West, Michael A.; … - London School of Economics (LSE) - 2004

The current study examined the impact of the human resource function and financing strategy on the financial performance of 104 UK manufacturing firms. Hypotheses are drawn from a resource-based perspective on human resource management and a financial theory perspective on capital structure....

Persistent link: https://www.econbiz.de/10011071465

Labor market institutions, wages and investment

Pischke, Jorn-Steffen - London School of Economics (LSE) - 2004

Labor market institutions, via their effect on the wage structure, affect the investment decisions of firms in labor markets with frictions. This observation helps explain rising wage inequality in the US, but a relatively stable wage structure in Europe in the 1980s. These different trends are...

Persistent link: https://www.econbiz.de/10010884716

It's 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 - London School of Economics (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/10010745242

Positive employee attitudes: how much human resource management do you need?

White, Michael; Bryson, Alex - London School of Economics (LSE) - 2013

We propose a selective view of human resource management (HRM) that is guided by work motivation theory, arguing that one of the means by which firms achieve higher performance is by investing in certain forms of HRM practice that help fulfil intrinsic work values and thereby influence...

Persistent link: https://www.econbiz.de/10011126498

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. - London School of Economics (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/10011071541

CEO incentive contracts in China: why does city location matter?

Bryson, Alex; Forth, John; Zhou, Minghai - London School of Economics (LSE) - 2013

CEO incentive contracts are commonplace in China but their incidence varies significantly across Chinese cities. We show that city and provincial policy experiments help explain this variance. We examine the role of two policy experiments: the use of Special Economic Zones (SEZs) to attract...

Persistent link: https://www.econbiz.de/10010884490

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