The effective utilization and management on intangibilities, mainly on the firm's human resources, have proven to play a crucial role in ensuring firm's viability. Knowledge-based firms, which are mostly dominated by information technology firms, including other firms that put forth intellectual...

American HRM has shareholder perspective, and European HRM has stakeholder perspective. This creates divergence between HRM of both markets. This divergence makes social context important in European HRM. European HRM aims to protect interests of society; therefore, there is involvement of...

This study reports that changes in compensation from performance-sensitive (commission-based) to less performance-sensitive (base salary plus commission) schemes hurt employee performance but do not impair the company's. We analyzed performance data for 4,392 employees and 87 branches of a major...

Focusing on employee retention is vital to increase organizational performance and strengthen a nation's economy. Employee turnover leads to high unemployment and slow economic growth around the globe. The purpose of this study was to explore the reasons and motivating factors that cause...

The present article presents the empirical findings of a questionnaire survey carried out in Greece, exploring the effects of the recent financial crisis on organizational behavior in the country's public sector. The study focuses on the impact of the financial crisis on organizational...

The aim of this article is to compare the characteristics of the partnering model between the human resource management (HRM) area and line managers (LM) in national and multinational companies, highlighting significant differences, in particular those relating to professional competence. A...

This paper explores, based on the varieties-of-capitalism approach, configurations of key human resource management practices that explain radical innovation in subsidiaries. A fuzzy-set qualitative comparative analysis is conducted with data for 69 subsidiaries of US-based MNEs in Germany,...

Purpose of this paper is to investigate whether HR slack leads to improve firm performance, and what is the impact of HR slack in absolute and in relative terms on firm performance in a developing country. It also examines how ownership types moderate the HR slack-performance relationship. The...

We offer a comprehensive analysis of the organizational and behavioral foundations of employees' helping and antisocial behavior as an integral part of a firm's workplace culture and working climate. Using representative employer-employee panel data of larger German private-sector firms, we...

This paper applies cognitive-social theory to Green HRM, articulating a meta-theory based on cognitive-social HRM information processing (C-SHRIP) which centers on initiation and maintenance of green HRM behaviors. It focuses on managers' encodings, expectancies, affects, goals and values,...