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Academy of Management accounting profits affective bond aggregated argue that employees argue that HRM Becker behavior and intent behavioral outcomes best practice business unit level consistent Cornell University coworkers dependent variables Descriptive Statistics direction and indicated employee attitudes employee outcomes employee respondents examined financial outcomes firm performance found that organizational Gardner Gerhart goals Group A regression half of employees HRM practice-firm performance human resource management human resource practices Human Resource Studies Huselid Hypothesis impact of HRM individual intent to remain job group level level of analysis Management Journal measures mediate the relationship meta-analysis Model Mowday negatively related organization organizational citizenship behavior organizational performance outcomes of HRM partial mediation performance outcomes positively related practice-firm performance relationship practices and organizational Practices and Proximal previous research proximal outcomes regarding regression results related to organizational relationship between HRM responses Results Regressing Organizational sample Specifically strategic HRM system strategic human resource Wright and Nishii