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Literature Review and Hypotheses
1 HighPerformance Work Systems Workforce Alignment
2 Workforce Alignment and Temporary Competitive
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2-Factor achieved workforce alignment alignment and firm alignment and internal assessed coefficient was positive contract worker contribution adaptation contribution alignment convergent validity correlation dependent variable deployment adaptation deployment alignment discriminant validity dynamic workforce alignment employee data explained an additional external scalability external workforce firm performance firms that achieved firms that employ firms that reported growth after controlling High 1 s.d. high-performance work system HR flexibility HR practices HR scalability Hypothesis 12 indicates interaction term explained internal workforce adaptation involuntary turnover knowledge and skills last three levels of workforce lnternal scalability lnternal workforce adaptation market volatility organization percent increase performance appraisals performance work system positive and significant positively related proportion of contract relationship between high-performance relationship between workforce RMSEA sales growth skill adaptation skill alignment small business standard deviation increase strategic temporary competitive advantage three dimensions three-factor model variation in sales voluntary