Journal Article10.5465/AMJ.2011.0088
How Does Human Resource Management Influence Organizational Outcomes? A Meta-analytic Investigation of Mediating Mechanisms
2.1K
TL;DR: The authors examined the effects of three dimensions of HR systems (skillsenhancing, motivationenhancing and opportunity-enhancing) on the ability-motivation-opportunity model.
read more
Abstract: Drawing on the ability-motivation-opportunity model, this meta-analysis examined the effects of three dimensions of HR systems—skills-enhancing, motivation-enhancing, and opportunity-enhancing—on p...
read more
Chat with Paper
AI Agents for this Paper
Find similar papers on Google Scholar, PubMed and Arxiv
Write a critical review of this paper
Analyze citations of this paper to find unaddressed research gaps
Citations
Unraveling the impact of workforce age diversity on labor productivity: The moderating role of firm size and job security
TL;DR: In this article, a Belgian sample of 5892 organizational observations (2008-2011) was used to investigate the effect of age diversity on labor productivity and the moderating impact of two contextual contingencies, namely, firm size and job security.
65
Untangling the relationship between HRM and hospital performance: the mediating role of attitudinal and behavioural HR outcomes†
TL;DR: In this paper, the authors examined the complex linkages between employees' perceptions of HR systems and hospital performance and explored the role of attitudinal and behavioural HR outcomes as potential mediating mechanisms of the HRM-performance link.
65
Taking it to another level: do personality-based human capital resources matter to firm performance?
TL;DR: In this paper, the authors explored personality-based human capital resources and its direct, interactive, and (conditional) indirect effects on organization-level outcomes based on data from 6,709 managers across 71 firms.
64
Examining the Ability, Motivation and Opportunity (AMO) framework in HRM research: Conceptualization, measurement and interactions
TL;DR: In this paper , the authors present an analysis of 104 quantitative HRM articles published between 1997 and 2022 to draw clearer distinctions among AMO variables and levels of analysis, and find that research on AMO-enhancing HRM practices and AMO differences is rarely combined and tends to be tested at a single level.
64
References
A new look at the statistical model identification
TL;DR: In this article, a new estimate minimum information theoretical criterion estimate (MAICE) is introduced for the purpose of statistical identification, which is free from the ambiguities inherent in the application of conventional hypothesis testing procedure.
Firm Resources and Sustained Competitive Advantage
TL;DR: In this article, the authors examined the link between firm resources and sustained competitive advantage and analyzed the potential of several firm resources for generating sustained competitive advantages, including value, rareness, imitability, and substitutability.
51.8K
•Book
Principles and Practice of Structural Equation Modeling
Rex B. Kline
- 27 May 1998
TL;DR: The book aims to provide the skills necessary to begin to use SEM in research and to interpret and critique the use of method by others.
46.4K
•Posted Content
Firm Resources and Sustained Competitive Advantage
TL;DR: In this article, a firm is considered to have a sustained competitive advantage when it is implementing a value creating strategy that no competitor is implementing and when these competitors are unable to duplicate the benefits of this strategy.
35.9K
Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being.
Richard M. Ryan,Edward L. Deci +1 more
TL;DR: Research guided by self-determination theory has focused on the social-contextual conditions that facilitate versus forestall the natural processes of self-motivation and healthy psychological development, leading to the postulate of three innate psychological needs--competence, autonomy, and relatedness.