Firms need new sources of HRM knowledge to enhance their internal knowledge stocks to manage their HRM systems, yet the importance of HRM knowledge flows has been somewhat neglected in the literature. We contend that flows of HRM knowledge take place in informal inter-organizational networks and...

It is widely believed that the implementation of progressive HR practices that affect employee skills, motivation, and behaviors can create strategic advantage for the organization (e.g., Arthur, 1994; Delaney and Huselid, 1996; Snell & Dean, 1992). However, the intervening mechanisms of this effect are...

Drawing from a total rewards perspective, we introduce three work outcomes — namely, extrinsic, social and intrinsic — as determinants of person-organization (PO) and person-job (PJ) fit perceptions of new IT employees. Gender is proposed as a moderator of the relationships between...