연구동향 분석
박사

공공기관 근로자의 고성과 작업시스템 인식이 과업성과 및 맥락성과에 미치는 영향 : 스트레스의 매개효과와 절차적 공정성의 조절된 매개효과를 중심으로 = The Effect of Public Organization Employee’s Perception of High Performance Work System on Task and Contextual Performance: Mediating Effect of Stress and Moderated Mediation Effect of Procedural Justice

공영광 2020년

논문상세정보
인용/피인용
' 공공기관 근로자의 고성과 작업시스템 인식이 과업성과 및 맥락성과에 미치는 영향 : 스트레스의 매개효과와 절차적 공정성의 조절된 매개효과를 중심으로 = The Effect of Public Organization Employee’s Perception of High Performance Work System on Task and Contextual Performance: Mediating Effect of Stress and Moderated Mediation Effect of Procedural Justice' 의 주제별 논문영향력
논문영향력 선정 방법
논문영향력 요약
주제
  • 고성과작업시스템
  • 과업성과
  • 맥락성과
  • 스트레스
  • 절차적 공정성
동일주제 총논문수 논문피인용 총횟수 주제별 논문영향력의 평균
2,168 0

0.0%

' 공공기관 근로자의 고성과 작업시스템 인식이 과업성과 및 맥락성과에 미치는 영향 : 스트레스의 매개효과와 절차적 공정성의 조절된 매개효과를 중심으로 = The Effect of Public Organization Employee’s Perception of High Performance Work System on Task and Contextual Performance: Mediating Effect of Stress and Moderated Mediation Effect of Procedural Justice' 의 참고문헌

  • 핵심인재관리와 조직성과: 기업규모 및 종업원 참여제도 의 조절효과
    박오원 대한경영학회지, 26(2), 389-409 [2013]
  • 집단 내 개인의 비유사성이 직무성과에 미치는 영 향
    노현탁 유이정 인사조직연구, 24(3), 69-100 [2016]
  • 진성리더십이 외국인 근로자의 이직의도에 미 치는 영향: 직무스트레스의 매개효과
    박지영 윤동열 장제욱 인적자원관리연구, 26( 3), 33-55 [2019]
  • 직무태도-성과관계에서 공정성의 조절효과
    박양규 박한나 대한 경영학회지, 24(1), 23-39 [2011]
  • 직무요구-자원모형을 활용한 직업상담사의 직무소진 및 업무 열의에 대한 연구
    윤동열 이철기 기업경영연구, 2 (5), 169-186 [2015]
  • 직무만족, 조직몰입, 성 과, 이직의도 간의 관련성-문헌고찰 및 메타분석
    김광현 박량희 박영아 오인수 유태용 황종오 인사조직연 구, 15(4), 43-86 [2007]
  • 조직시민행동이 수행자에게 미치는 부정적 효과: 공군 조 종사조직에서의 실증연구
    이인재 이지환 차민석 인사 조직연구, 18(1), 123-165 [2010]
  • 조직시민행동의 부정적 효과에 대한 연구-소진의 매개역 할을 중심으로
    김경석 조직과 인사관리연구, 30(4), 91-120 [2006]
  • 조직몰입과 조직시민행동의 선행자로서의 직무자율성
    박노근 인사조직연구, 18(2), 67-96 [2010]
  • 조직구성원의 개인 주도성이 직장-가정 갈 등과 역할 과부하에 미치는 영향: 조직시민행동의 부정적 효과를 중심으로
    김윤희 이인석 전무경 대한경영학회지, 24(4), 2185-2203 [2011]
  • 조직공정성은 구성원들의 적응수행을 높이는가? 조 직냉소주의의 조절효과를 중심으로
    배규환 최우재 대한경영학회지, 30 (7), 1283-1309 [2017]
  • 조직공정성과 회사의 심리적 계약위반의 인식이 조 직몰입과 직무스트레스에 미치는 영향: 대안모델의 탐색
    윤정구 홍계훈 조직과 인사관리연구, 37, 59-85 [2013]
  • 조직공정성과 조직몰입의 관계에 관한 연구: 중소기업과 대기업의 비교 연구
    이광희 이철기 중소기업연구, 29(3), 75-98 [2007]
  • 조직공정성과 조직구성원 성과 사이의 관계에 대 한 성별과 통제위치의 조절효과
    이도화 이종법 인적자원관리연구, 17(2), 121- 137 [2010]
  • 조직공정성 인식이 조직시민행동과 경영혁신 수용 에 미치는 영향
    김봉환 조남신 조직과 인사관리연구, 39(2), 99-132 [2015]
  • 조직 냉소주의 선행요인과 조직몰입과의 관계에 대한 연구
    김진희 이랑. 조직과 인사관리연구, 31(2), 55-81 [2007]
  • 조직 구성원의 네트워크 특성이 직무스트 레스에 미치는 영향
    백수현 신인용 오홍석 인사조직연구, 20(3), 77-109 [2012]
  • 절차적 공정성이 조직몰입과 조직시민행동에 미치는 영 향: 개인주의 성향과 권력거리성향의 조절효과를 중심으로
    설현도 전정호 인적자원관리연구, 23(5), 27-47 [2016]
  • 절차공정성과 조직 시민행동간 관계에 있어서 공유가치의 매개효과에 관한 연구
    한광현 대한경영학회지, (26), 185-209 [2000]
  • 절차, 대인, 정보공정성이 조직신뢰 및 상사신뢰, 조직시민행동차원에 미치는 영향
    박성수 이경근 대한경영학회지, 2 (4), 2059- 2088 [2009]
  • 자기지향적 완벽주의, 조직지원인식, 상 사의 모욕적 행동이 과업성과에 미치는 영향에 관한 연구
    박희태 손승연 윤석화 이수진 인사조직연구, 18(2), 139-177 [2010]
  • 일-가정 균형에 대한 지원환경, 일-가정 균형에 대한 만족도, 종업원의 철회행위 및 맥락성과 간의 관계에 대한 연 구
    류성민 안성익 경영연구, 27(2), 49-85 [2012]
  • 일-가정 균형 지각이 고몰입 작업시스템-조직시민 행동 간의 관계에 미치는 이중조절효과에 관한 연구
    류준열 양재완 인적자원 관리연구, 24(5), 49-74 [2017]
  • 인적자원관리시스템과 조직성과의 연계에 대한 실증적고 찰: 제조업을 중심으로
    송보화 경영학연구, 35(1), 331-363 [2006]
  • 인적자원개발이 성과에 미치는 영향: 조직변화의 조절효 과를 중심으로
    최우재 기업경영연구, 61(3), 71-85 [2015]
  • 심리적 계약위반이 스트레스에 미치 는 영향: 긍정심리자본의 매개효과
    노명화 임현명 정원호 대한경영학회지, 28(10), 2519 -2540 [2015]
  • 심리적 계약위반, 조직기반자긍심과 조직변화 저항과의 관계
    조성원 조윤형 기업경영연구, 72, 85-105 [2017]
  • 생산직 근로자들의 반생산적 과업행동 결정요인 및 조절 변인에 대한 다원적 접근
    한광현 대한경영학회지, 21(6), 2771-2798 [2008]
  • 상호작용 공정성이 창의성과 과업성과에 미치는 영향
    박정원 손승연 리더십연구, 8(2), 5-32 [2017]
  • 상호작용 공정성과 과업성과
    박희태 손승연 윤석화 인사조직연 구, 21(3), 229-260 [2013]
  • 상사의 비인격적인 행동 유형과 구성원의 과업성과
    박희태 손승연 윤석화 인적자원관리연구, 21(3), 21-46 [2014]
  • 분배 및 절차공정성의 차별적 효과와 상호작용 공정성의 조절효과
    강영순 김두경 김희철 조직과 인사관리연구, 29(3), 67-94 [2005]
  • 리더의 집단전형성지각과 부하의 맥락수행관계에서 절차 공정성과 집단동일시의 역할
    이경근 대한경영학회지, 28(6), 1541-1562 [2015]
  • 국내 조직공정성 연구의 동향과 향후 과제
    고욱 문형구 최병권 인사조직연구, 17(2), 229-306 [2009]
  • 공공기관 종사자의 노조수단성과 조직시민 행동에 관한 연구: 이중몰입의 매개효과
    손종배 윤동열 장준원 생산성논집, 32(1), 109 -135 [2018]
  • 고성과작업시스템하에서 인사관리 공정성에 따른 조직효 과성에 관한 연구
    구정모 인적자원관리연구, 22(2), 209-230 [2015]
  • 고성과작업시스템이 종업원 직무만족 및 조직몰입 에 미치는 영향
    박지성 안성익 경영연구, 30(2), 235-257 [2015]
  • 고성과작업시스템이 조직성과에 미치는 영향-패널분석에 의한 조직 양면성의 매개효과 검증
    옥지호 인적자원관리연구, 2 (1), 4 5-71 [2015]
  • 고성과작업시스템이 경영성과에 미치는 영향에 대 한 국내 실증연구의 분석과 시사점
    이영면 이주형 인적자원관리연구, 17(3), 4 3-63 [2010]
  • 고성과작업시스템, 고용불안정성, 그리고 조직성과-고성과 작업시스템과 고용불안정성 간의 상호작용효과를 중심으로
    김건식 인 적자원관리연구, 20(2), 117-144 [2013]
  • 고성과자와 저성과자의 이직의도: 전반적 조직공정성 지각의 역할
    권기욱 기업경영연구, 2 (2), 109-129 [2015]
  • 고성과 작업시스템이 조직몰입에 미치는 영향에 관한 다층분석
    권기욱 김광현 김종인 조직과 인사관리연구, 36(2), 61-84 [2012]
  • 고성과 작업시스템의 교육훈련이 조직성과에 미치 는 매개효과연구: 유한킴벌리 사례를 중심으로
    김철수 전순영 대한경영학회지, 28(9), 2367-2383 [2015]
  • 고성과 작업시스템에 대한 지각이 개인성 과에 미치는 영향: 목표지향성의 조절효과를 중심으로
    김성수 박광서 박종욱 경영학 연구, 45(1), 121-150 [2016]
  • 고성과 인적자원관리 제도의 수립 및 실행이 종업원의 공 정성 지각 및 조직 시민행동에 미치는 영향에 관한 연구
    양재완 조직 과 인사관리연구, 40(2), 135-161 [2016]
  • 고성과 인적자원관리 시스템이 기업성과에 미치는 영향에 관한 연구: 다층분석 및 매개효과 검증을 중심으로
    이민우 직업능력개 발연구, 1 (2), 215-236 [2008]
  • 고몰입인적자원관리와 조직유효성의 관계에 있어 서 지식경영의 조절효과에 관한 탐색적 연구
    권동인 박호환 조직과 인사관리 연구, 27(2), 1-32 [2003]
  • 고몰입 인적자원관리에 대한 인식이 직무스트레스 에 미치는 영향
    강영희 김주희 인사조직연구, 2 (2), 143-168 [2014]
  • 개인-직무 적합성과 과업 및 맥락 성과
    김미희 문철우 신유형 인사조직연구, 20(1), 93-128 [2012]
  • 「조직공정성이 조직 시민 행동에 미치는 영향: 조직신 뢰의 매개효과와 심리적 계약위반의 조절효과」
    이하나 허찬영 인적자원개발 연구, 17(2), 89-112 [2014]
  • “조직공정성 유형별 불공정성 인식이 반응 행동(EVLN)에 미치는 영향”
    공도훈 손태원 여경태 조직과 인사관리연구, 38(1), 25- 67 [2014]
  • “인적자원 관리와 조직성과에 대한 실증연구”
    배종석 사정혜 인사 조직연구, 1 (2), 133-169 [2003]
  • “심리적 주인의식이 과업수행에 미치 는 영향”
    김승민 송경수 안종연 이나영 인적자원관리연구, 23(4), 119-141 [2016]
  • “고성과 작업시스템이 조직성과에 미치는 영향: 조직역량의 매개효과를 중심으로,”
    류성민 박지성 대한경영학회지, 28(7), 1813-1834 [2015]
  • Work engagement : a quantitative review and test of its relations with task and contextual performance
    64 ( 1 ) , 89-136 [2011]
  • Work Stressors and Coworker Support as Predictors of Individual Strain and Job Performance
    21 ( 4 ) , 391-405 [2000]
  • Why do people care about pro cedural fairness ? The importance of belongingness in respondi ng and attending to procedures
    36 ( 2 ) , 211-228 [2006]
  • Walking the ti ght-rope : an assessment of the relationship between high perf ormance work systems and organizational ambidexterity
    56 : 5 , 1420–1442 . [2013]
  • Violating the psychological contract : Not the exception but the norm
    15 ( 3 ) , 245-259 . [1994]
  • Using the job de mands‐resources model to predict burnout and performance . Human Resource Management : Published in Cooperation with the School of Business Administration , The University of Mic higan and in alliance with the Society of Human Resources M anagement
    43 ( 1 ) , 83-104 [2004]
  • Using social exc hange theory to distinguish procedural from interactional justic e. Group & Organization Management
    27 ( 3 ) , 324-351 . [2002]
  • Unlocking the Black Box : Exploring the Link between High-Performance Work Systems and Performance
    96 ( 6 ) , 1105 [2011]
  • Understanding why the justice of group procedures matters : A test of the psychological dynamics of the group-value model
    70 ( 5 ) , 913 [1996]
  • Understanding psychological cont racts at work : A critical evaluation of theory and research
    [2005]
  • Understanding HRM–firm perfor mance linkages : The role of the “ strength ” of the HRM syste m.
    29 ( 2 ) , 203-221 . [2004]
  • Turnover , employment security , and the performa nce of the firm
    275 , 317 [1987]
  • Towards an understanding of inequity
    67 ( 5 ) , 422 [1963]
  • Toward a social context theo ry of the human resource management-organization effectivene ss relationship
    8 ( 3 ) , 235 -264 [1998]
  • The strategic management of peo ple in work organizations : Review , synthesis , and extension . I n Research in personnel and human resources management ( p p. 165-197 )
    [2001]
  • The social psychology of procedural justice
    [1988]
  • The role of procedural justice and power distance in the relationship between high performance work systems and employee attitudes : A multilevel perspectiv e. Journal of management
    35 ( 5 ) , 1228-1247 [2009]
  • The rel ationship between perceptions of HR practices and employee o utcomes : examining the role of person–organisation and perso n–job fit
    2 ( 01 ) , 138-162 . [2011]
  • The psychological contract . Organizational behav ior and management : A contingency approach
    [1982]
  • The prediction of task and contextual performance by political skill : A meta-analysis and moderator test
    79 ( 2 ) , 563-577 . [2011]
  • The perceived fairness of selection systems : A n organizational justice perspective
    18 ( 4 ) , 694-734 . [1993]
  • The measurement of rol e variables : Exploratory examination of a new approach
    35 ( 2 ) , 141- 155 [1985]
  • The macroeconomic context of job stress
    [1994]
  • The joint effects of personality and workplace social exchange relationships in predicting task performance and citizenship performance
    92 ( 5 ) , 1286 [2007]
  • The job demand-control ( -support ) model and psychological well-being : a review of 20 years of empirical research
    13 ( 2 ) , 87-114 . [1999]
  • The job characteristics approach t o task design : A critical review
    6 ( 2 ) , 193 [1981]
  • The influence of creative process engagement on employee creative performance and overall job performance : A curvilinear assessment
    95 ( 5 ) , 862 . [2010]
  • The importance of knowing the affective meaning of job demands revisited
    1 3 ( 3 ) , 280-288 [1999]
  • The importance of holism , interde pendence , and equifinality assumptions in high performance w ork systems : Toward theories of the high performance work f orce
    [1997]
  • The impact of motivation , empowerment , and skill‐enhancing practices on aggregate voluntary turnover : The mediating effect of collective affective commitment
    64 ( 2 ) , 315-3 50 [2011]
  • The impact of human resource management practices on turnover , productivity , and corporate financial performance
    38 ( 3 ) , 635-672 [1995]
  • The impact of human resource management on organizational performance : Progress and prospects
    39 ( 4 ) , 779-801 [1996]
  • The impact of high-performanc e human resource practices on employees ’ attitudes and behavi ors
    39 ( 2 ) , 366-391 [2013]
  • The impact of distributive and procedural justice on correctional staff jobstress , job satisfaction , and organizational commitment
    35 ( 6 ) , 644-656 [2007]
  • The impac t of self-efficacy on stressor–strain relations : Coping style as an explanatory mechanism
    86 ( 3 ) , 401 [2001]
  • The impac t of HR practices on the performance of business units
    13 ( 3 ) , 21-36 [2003]
  • The effects of work overload and work-famil y conflict on job embeddedness and job performance : The me diation of emotional exhaustion
    25 ( 4 ) , 614-634 [2013]
  • The effect of performance on job satisfaction
    7 ( 1 ) , 20-28 [1967]
  • The darker s ide of high performance work systems : examining employee p sychological outcomes and counterproductive work behavior
    8 ( 3 ) , 715-732 . [2014]
  • The conceptual roles of negative and positive affectivity in the stressor-strain relationship
    201 3
  • The brief symptom invento ry : an introductory report
    13 ( 3 ) , 595-605 . [1983]
  • The affective underpinnings of p sychological contract fulfilment
    23 ( 1 ) , 4-17 . [2008]
  • The Role of Procedural and Distributive Justice in Organizational Behavior
    1 ( 2 ) , 177-198 . [1987]
  • The Role of Justice in Organizations : A meta-analysis
    86 ( 2 ) , 278-321 [2001]
  • The Norm of Reciprocity : A Preliminary State -ment
    [1960]
  • The Influence of High-Involvement Human Resources Practices , Procedural Justice , Organizational Commitment , and Citizenship Behaviors on Information Technology Professionals ' Turnover Intentions
    32 ( 3 ) , 326-357 . [2007]
  • The Fourth Industrial Revolution
    11 [2016]
  • Technical and strategic human resources management effectiveness as deter minants of firm performance
    40 ( 1 ) , 171-188 . [1997]
  • Task performance and contextual performance : The meaning for personnel selection research
    10 ( 2 ) , 99-109 . [1997]
  • THROUGH THE LOO KING GLASS OF A SOCIAL SYSTEM : CROSS‐LEVEL EF FECTS OF HIGH‐PERFORMANCE WORK SYSTEMS ON EMPLOYEES ’ ATTITUDES
    62 ( 1 ) , 1-29 . [2009]
  • Stressors , resources , and strain a t work : A longitudinal test of the triple-match principle
    91 ( 6 ) , 1359 . [2006]
  • Stres and coping : An ant hology
    [1991]
  • Some basic issues related toContextual perfo rmance and organizationalCitizenship behavior in human resou rce management
    10 ( 1 ) , 115-126 [2000]
  • SocialCognitive theory of personality
    2 , 154-196 [1999]
  • Social exchange theory : an interdisciplinary review
    31 ( 6 ) , 874-900 . [2005]
  • Social exchange theory
    2 ( 1 ) , 335-362 . [1976]
  • Social exchange theory
    3 ( 20 07 ) , 62 . [1964]
  • RoleConflict and ambiguity inComplex organizations
    [1970]
  • Retaliation in the workplace : The roles of distributive , procedural , and interactional justice
    82 ( 3 ) , 434 . [1997]
  • Relative deprivation and referentCogn itions : Distributive and procedural justice effects
    22 ( 6 ) , 531-546 . [1986]
  • Relationships among supervisors And subordinates Procedural justice perceptions and organizationalCitizenship behaviors
    46 ( 1 ) , 97-105 . [2003]
  • Relationship between organizational justice and organizationalCitizenship behaviors : Do fairness perceptions influence employeeCitizenship
    76 ( 6 ) , 845 [1991]
  • Relation of job stre ssors to affective , health , and performance outcomes : aCompar ison of multiple data sources
    73 ( 1 ) , 11 . [1988]
  • R. H. ( 2 004 ‘ Management Standards ’ and work-related stress in the UK : Policy background and science
    18 ( 2 ) , 91 -112 .
  • PsychologicalContract breach as a source of strain for employees
    18 ( 2 ) , 235-246 [2003]
  • Psychological and impliedContracts in organizations
    2 ( 2 ) , 121- 139 . [1989]
  • Progress in organizational justice : Tunneling through the maze
    12 , 317-372 . [1997]
  • Procedural justice in perfor mance evaluation : The role of instrumental and non-instrumen tal voice in performance appraisal discussions
    21 ( 4 ) , 657-669 [1995]
  • Procedural justice : A psychological analysis
    [1975]
  • Procedural justice , strategic decision making , and the knowledge economy
    19 ( 4 ) , 323-338 . [1998]
  • Principals ’ efforts to empower Teachers : Effects on Teacher Motivation and Job Satisfaction and Stress
    73 ( 6 ) , 349-353 . [2000]
  • Predicting turnover and retenti on in nursing home administrators : Management and policy im plications
    40 ( 3 ) , 310-319 . [2000]
  • Perceived organizational support and organizational justice . Organizational politics , justice , and support
    149 , 164 [1995]
  • Pay procedures and voluntary turnover : does proc edural justice matter ?
    83 ( 2 ) , 475-482 [1998]
  • Organizational justice and insomnia : a prospective cohort stud y examining insomnia onset and persistence
    90 ( 1 ) , 133-140 . [2017]
  • Organizational citizenship behavior and the quantity and quality of work group performance
    82 ( 2 ) , 262 [1997]
  • Organizational citizenship behavior : The good soldier syndrome
    [1988]
  • Organizational citizenship behavior : It 's construct clean-up time
    10 ( 2 ) , 85-97 . [1997]
  • Organizational Stress and P reventive Management
    [1984]
  • Organizational Justice : Yesterday , today , and tomorrow
    16 ( 2 ) , 399-432 . [1990]
  • On the folly of rewarding A , while hoping for B. Aca demy of Management journal
    18 ( 4 ) , 769-783 . [1975]
  • On Becoming a Strategic Partner : Th e Role of Human Resources in gaining competitive Advantage
    [1997]
  • Multivariate data analysis 6th Edition
    87 , 49-74 . [2006]
  • Modes of theorizing in strategic human resource management : Tests of universalistic , continge ncy , and configurational performance predictions
    39 ( 4 ) , 802-835 [1996]
  • Manufacturing advantage : Why high-performance w ork systems pay off
    [2000]
  • Linking competitive strategies with human resource management practices
    1 ( 3 ) , 207-219 [1987]
  • Justice at the millennium : a meta-analytic review of 25 years of organizational justice research
    86 ( 3 ) , 425 . [2001]
  • Justice as a Mediator of the Relationship Between Methods of Monitoring and Organizational Citizenship Behavior
    36 ( 3 ) , 5 27-556 [1993]
  • Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors
    17 ( 3 ) , 601-617 [1991]
  • Job demands , job resources , and their relationship with burnout and engagement : a multi-sample study
    25 ( 3 ) , 293-315 [2004]
  • Job burnout
    52 ( 1 ) , 397-422 . [2001]
  • Job Characteristics and Employee Well-Being : A Test of Warr 's Vitamin Model in Health Care Workers Using Structural Equation Modelling
    19 ( 4 ) , 387-407 [1998]
  • Interpersonal Competence and Organizational Effectiveness
    [1962]
  • Integrating justice and social exchange : The differing effects of fair procedures and treatment on work relationships
    43 ( 4 ) , 738-748 [2000]
  • Int eractive effects of personality and organizational politics on co ntextual performance
    23 ( 8 ) , 911-926 . [2002]
  • Inequity in social exchangeIn Advances in Experimental Social Psychology
    Vol . 2 , pp . 267-299 [1965]
  • Im pact of high-performance work systems on individual-and bra nch-level performance : Test of a multilevel model of intermedi ate linkages '' : Correction to Aryee
    [2012]
  • Human resource practices : Administrative contract makers
    33 ( 3 ) , 385-401 [1994]
  • Human resource management and performance : a review and research agenda
    8 ( 3 ) , 263-276 [1997]
  • Human resource management and labor productivity : does industry matter ?
    48 ( 1 ) , 135-145 . [2005]
  • Human resource managemen t and organizational performance
    37 ( 7 ) , 948-962 . [1994]
  • Human resource mana gement systems and work attitudes : the mediating role of futu re time perspective
    38 ( 1 ) , 45-67 [2017]
  • Human Resource Strategies and Firm Performance : What Do We Know and Where Do We Need to Go ?
    6 ( 3 ) , 656 -670 [1995]
  • How much do high performance work practices matter ? A meta-analysis of their effects on organizational performance
    59 ( 3 ) , 501-528 . [2006]
  • How does human resource management influence organizational outcomes ? A me ta-analytic investigation of mediating mechanisms
    5 ( 6 ) , 1264-1294 [2012]
  • High-performance work systems and occupational safety
    90 ( 1 ) , 77 . [2005]
  • High-performance work systems and job control : Consequences for anxiety , role overload , and turnover intentions
    39 ( 6 ) , 1699-1724 [2013]
  • High-performance work system s and organizational performance : The mediating role of intern al social structure
    31 ( 5 ) , 758-775 [2005]
  • High-performance work s ystems , corporate social performance and employee outcomes : Exploring the missing links
    120 ( 3 ) , 423-435 [2014]
  • High-performance human resource practices , citizenship behavior , and organizational performance : A relational perspective
    50 ( 3 ) , 558-577 . [2007]
  • High-p erformance work system and intention to leave : a mediation m odel
    25 ( 3 ) , 367-389 . [2014]
  • High-involvement work practices , turnover , and productivity : Evidence from New Zealand
    4 ( 1 ) , 180-190 [2001]
  • High performance work systems and intermediate indicators of firm performance within the US small business s ector
    28 ( 6 ) , 765-785 . [2002]
  • HRM , communication , satisfaction , and perceived performance : A cross-level test
    39 ( 6 ) , 1637-1665 . [2013]
  • Firm resources and sustained competitive advantag e. Journal of management
    17 ( 1 ) , 99-120 . [1991]
  • Feeling the heat : Effects of stress , commitment , and job experience on job performance
    50 ( 4 ) , 953-968 [2007]
  • Fairnes in social relationships ( p. 211 )
    [1976]
  • Extra role behaviors : In pursuit of construct and definitional clarity .
    1 7 , 215-285 . [1995]
  • Explaining the relationships between job characteristics , b urnout , and engagement : The role of basic psychological need satisfaction
    2 ( 3 ) , 277-294 [2008]
  • Expanding the criterion domain to include elements of contextual performance
    71 [1993]
  • Equity , Equality , and Need : What Determines Which Value Will Be Used as the Basis of Distributive Justice ?
    31 ( 3 ) , 137-149 . [1975]
  • Employees and high ‐performance work systems : testing inside the black box
    38 ( 4 ) , 501-531 . [2000]
  • Emerging theoretical and methodol ogical issues in the study of work-related stress
    9 ( 31 ) , l-365 . [1991]
  • Effects of task performance and contextual performance on systemic rewards
    85 ( 4 ) , 526 . [2000]
  • Effects of human resource systems on manufacturing performance and turnover
    37 ( 3 ) , 670-687 . [1994]
  • Does human capital matter ? A meta-analysis of the relationship between human capital and firm performance
    96 ( 3 ) , 443 . [2011]
  • Do “ high-performance ” work prac tices improve establishment-level outcomes ?
    54 ( 4 ) , 737-775 . [2001]
  • Do “ high commitment ” human resource practi ces affect employee commitment ? A cross-level analysis using hierarchical linear modeling
    27 ( 5 ) , 515 -535 [2001]
  • Do they see eye to eye ? Management and employee perspectives of high-perfor mance work systems and influence processes on service qualit y
    94 ( 2 ) , 371 [2009]
  • Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes
    35 ( 3 ) , 626- 637 [1992]
  • Differential challenge stressor-hindrance stressor relationships with job attitudes , turnover intentions , turnover , and withdrawal behavior : a meta-analysis
    92 ( 2 ) , 438 . [2007]
  • Development of Four Self-report Measures of Job Stressors and Strain : Interpersonal Conflict at Work Scale ; Organizational Constraints Scale , Quantitative Workload Inventory and Physical Symptoms Inventory.
    3 ( 4 ) , 356 [1998]
  • Development and Validation of Brief Measures of Positive and Negative Affect : The PANAS Scales
    54 ( 6 ) , 1063 [1988]
  • Cynicism in the workplace : Some causes and effects
    18 ( 5 ) , 449-469 [1997]
  • Cross‐level effects of high‐per formance work systems ( HPWS ) and employee well‐being : t he mediating effect of organisational justice
    26 ( 2 ) , 211-231 . [2016]
  • Counterproductive work behavior ( CWB ) in response to job stressors and organizational justice : Some mediator and moderator tests for autonomy and emotions
    59 ( 3 ) , 291-309 [2001]
  • Contemporary justice research : A new look at familiar questions
    89 ( 1 ) , 803-812 [2002]
  • Competitive advantage through people
    36 ( 2 ) , 9 [1994]
  • Citizenship behavior and social exchange
    37 ( 3 ) , 656-669 . [1994]
  • Chen, S. Y., Wu, W. C., Chang, C. S., Lin, C. T., Kung, J. Y., Weng, H. C., & Lee, S. I. (2015). Organizational justice, trust, and id entification and their effects on organizational commitment in hospital nursing staff. BMC health services research, 15(1), 363.
  • Capital investments and price agr eements in semicollusive markets
    [1986]
  • Behavioral and psyc hological consequences of boundary spanning burnout for cust omer service representatives
    3 1 ( 4 ) , 558-569 . [1994]
  • Are fin ancial incentives related to performance ? A meta-analytic revi ew of empirical research
    83 ( 5 ) , 777 . [1998]
  • An exploration of how the employee–organization relationship affects the linkage between perception of develop mental human resource practices and employee outcomes
    45 ( 1 ) , 1-25 [2008]
  • An emp irical examination of the mechanisms mediating between highperformance work systems and the performance of Japanese o rganizations
    92 ( 4 ) , 1069 . [2007]
  • Alternatives to Generic Strategy Typologies in Strategic Human Resource Management
    4 , 11-29 [1999]
  • Affective States in Job Characteristics Theory
    21 ( 2 ) , 131-146 . [2000]
  • Affective Events Theory : A Theoretical Discussion of the Structure , Causes and Consequences of Affective Experiences at Work
    [1996]
  • Af ective events-emotions matrix : A classification of work events and associated emotions
    pp . 1 -20 [1998]
  • Activation theory and job
    10 , 81-122 [1988]
  • AMO 에 기반한 고성과작업시스템이 조직 효과성에 미치는 영향 연구: 직장생활의 질 (QWL) 을 매개변인 으로
    김민영 박성민 이효주 한국인사행정학회보, 15(3), 269-304 [2016]
  • A theory of individual differences in task and contextual performance
    10 ( 2 ) , 71-83 [1997]
  • A taxonomy of organizational justice theories
    12 ( 1 ) , 9-22 [1987]
  • A review and an integration of research on job burnout
    18 ( 4 ) , 621-656 . [1993]
  • A control theory of the job stress process
    [1998]
  • A conceptu al review of human resource management systems in strategic human resource management research . In Research in personn el and human resources management
    pp . 217-271 [2006]
  • A Meta-analytic examination of the correlates of the three dimensions of job burnout
    81 ( 2 ) , 123 [1996]
  • 200 1 ) . The job demands-resources model of burnout
    86 ( 3 ) , 499
  • "일-가정 갈등이 정서 적 고갈과 과업성과에 미치는 영향"
    김석영 박은경 박희태 손승연 윤석화 이수진 조직과 인사관리연구, 36(3), 103-133 [2012]
  • "문제해결자신감과 일 의미감이 과업성과에 미치는 영향-변화리더십의 조절효과"
    이나영 조영복 인적자원관리연구, 22(3), 247-262 [2015]