Managing human resources in small organizations: What do we know?

TL;DR: In this article, the authors surveyed HR managers and recorded their perceptions about the links between HR practices and firm growth, and found that compensation policy was the strongest predictor of sales growth.

TL;DR: In this article, a qualitative and quantitative analysis of the relationship between strategic CSR (in terms of the organisational benefits) against the firms' commitment, behaviour and resources devoted to CSR is presented.

TL;DR: In this paper, the authors employ an ethnographic, case-study approach to provide a more comprehensive assessment of fit and consider key contextual factors influencing HRM in the organization, concluding that the misalignment of HR practices can produce conflicting signals for employees, leading to reduced motivation and commitment.

TL;DR: In this paper, the authors study particular structural and organisational factors affecting the formality of HRM practices in small and medium-sized enterprises (SMEs) in South-Eastern European (SEE) post-communist countries, in particular Serbia, Romania, Bulgaria and the Former Yugoslav Republic of Macedonia (FYROM), to understand the antecedents of formalization in such settings.

TL;DR: In this paper, the authors consider the relation between the exploration of new possibilities and the exploitation of old certainties in organizational learning and examine some complications in allocating resources between the two, particularly those introduced by the distribution of costs and benefits across time and space.

TL;DR: This article synthesize the large but diverse literature on organizational legitimacy, highlighting similarities and disparities among the leading strategic and institutional approaches, and identify three primary forms of legitimacy: pragmatic, based on audience self-interest; moral, based upon normative approval; and cognitive, according to comprehensibility and taken-for-grantedness.

TL;DR: In this paper, the authors consider structural inertia in organizational populations as an outcome of an ecological-evolutionary process and define structural inertia as a correspondence between a class of organizations and their environments.

TL;DR: In this paper, a population ecology perspective on organization-environment relations is proposed as an alternative to the dominant adaptation perspective, based on the strength of inertial pressures on organizational str...