How Does Human Resource Management Influence Organizational Outcomes? A Meta-analytic Investigation of Mediating Mechanisms

TL;DR: In this paper, the authors explore the moderating effect of human resource practices on the relationship between age diversity and technological innovation, and show that the effect of age diversity on innovation depends on the age distribution pattern of employees: positive for firms characterized by heterogeneous age groups, negative for those dominated by polarized age groups (polarization).

TL;DR: In this article, the authors proposed a framework for prioritizing innovation-oriented high-performance human resource practices by combining fuzzy DEA and fuzzy ARAS methods, and the results of applying this framework to SMEs in the field of nanotechnology in Iran show that top management support is the most important input criteria and the financial results of innovation are the most significant output of organizational innovation criteria.

TL;DR: A survey of 273 administrative employees in four universities in Jordan, who were randomly selected using a cluster technique, was conducted to explore the role of HR practices in influencing cyber-deviance as mentioned in this paper.

TL;DR: In this article, the effects of context across two levels (situated demography, gender, and socio-national culture) on employees' behaviour in the HPWS-job performance relationship were investigated using survey data obtained from a sample of New Zealand organisations.

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.

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.

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.

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.