연구동향 분석

고 성과작업시스템이 조직몰입에 미치는 영향에 관한 다층분석: 조직공정성 지각의 매개효과

권기욱 김광현 김종인 2012년

논문상세정보
인용/피인용

' 고 성과작업시스템이 조직몰입에 미치는 영향에 관한 다층분석: 조직공정성 지각의 매개효과' 의 참고문헌

  • 인적자원관리와 조직성과에 대한 실증연구
    배종석 인사조직연구 11 2 133-169 [2003]
  • 국내 조직공정성 연구의 동향과 향후 과제
    문형구 인사조직연구 17 2 229-306 [2009]
  • Understanding HRM-FIRM performance linkage: the role of the “strength” of the HRM system
    Bowen, D. E. Academy of Management Review 29 203-221 [2004]
  • Theoretical Perspectives for Strategic Human Resource Management
    Wright, P. M. Journal of Management 18 295-320 [1992]
  • The role of overall justice judgments in organizational justice research : A test of mediation
    Ambrose, M. L. Journal of Applied Psychology 94 491-500 [2009]
  • The role of justice in organizations : A meta-analysis
    Cohen-Charash, Y. Organization Behavior and Human Decision Processes 86 278-321 [2001]
  • The relationship between ‘high performance work practices’ and employee attitudes: An investigation of additive and interaction effects
    Macky, K. International Journal of Human Resource Management 18 537-567 [2007]
  • The norm of reciprocity: A preliminary statement
    Gouldner, A. W. American Sociological Review 25 161-178 [1960]
  • The moderator–mediator variable distinction in social psychological research : Conceptual, strategic, and statistical considerations
    Baron, R. M. Journal of Personality and Social Psychology 5 1173-1182 [1986]
  • The influence of age on the associations between HR practices andboth affective commitment and job satisfaction: A meta-analysis
    Kooij, D. T. A., M Journal ofOrganizational Behavior 31 1111-1137 [2010]
  • The impact of human resource management practices on turnover, productivity and corporate financial performance
    Huselid, M. A Academy of Management Journal 38 635-672 [1995]
  • The consequences of emerging HRM practices for employees’ trust in their managers
    Tzafrir, S. S. Personnel Review 33 628-647 [2004]
  • The Social Psychology of Procedural Justice
    Lind, E. A. - [1988]
  • Social exchange theory, an interdisciplinary review
    Cropanzano, R. Journal of Management 3 874-900 [2005]
  • Social exchange theory
    Emerson, R. M Annual Review of Sociology 2 335-362 [1976]
  • Social Behavior : Its Elementary Forms
    Homans, G. C. - [1961]
  • Perceived Organizational Support
    Eisenberger, R. Journal of Applied Psychology 71 500-507 [1986]
  • Organizational justice: Where do we stand?, In Handbook for ganizational justice
    Colquitt, J. A. 589-620 [2005]
  • Organizational justice: The search for fairness in the workplace
  • Organizational and HRM strategies in Korea: Impact on firm performance in an emerging economy
    Bae, J Academy of Management Journal 43 502-517 [2000]
  • Multilevel Analysis: An introduction to basican dadvanced multilevel modeling
    Snijders, T. - [1999]
  • Modes of theorizing in strategic human resource management : Tests of universalistic, contingency and configurational performance predictions
    Delery, J. E. Academy of Management Journal 39 802-835 [1996]
  • Methodological issues in cross-sectional and panel estimates of the human resource-firm performance linkage
    Huselid, M. A. Industrial Relations 35 400-422 [1996]
  • Manufacturing advantage: Why high-performance work systems pay off
    Appelbaum, E - [2000]
  • Managing customer services: Human resource practices, quit rates, and sales growth
    Batt, R Academy of Management Journal 45 587-597 [2002]
  • Justice at the Millenium : A Meta-Analytic Review of 25 years of Organizational Justice Research
    Colquitt, J. A. Journal of Applied Psychology 86 425-445 [2001]
  • Integrating Justice and Social Exchange : The Differing Effects of Fair Procedures and Treatment on Work Relationships
    Masterson, S. S Academy of Management Journal 43 537-567 [2000]
  • Integrated manufacturing and human resources management: A human capital perspective
    Snell, S. A. Academy of Management Journal 35 467-504 [1992]
  • Innovative human resource practices and organizational commitment: An empirical investigation
    Agarwala, T. International Journal of Human Resource Management 14 175-197 [2003]
  • Human resources and the resource based view of the firm
    Wright, P. M. Journal of Management 27 701-721 [2001]
  • Human resource practices as communications and the psychological contract
    Guzzo, R. A. Human Resource Management 33 447-462 [1994]
  • Human resource management and labor productivity: Does industry matter?
    Datta, D. K Academy of Management Journal 48 135-145 [2005]
  • Human Resource Management, Corporate Performance and Employee Wellbeing: Building the Worker into HRM
    Guest, D. E. The Journal of Industrial Relations 44 335-358 [2002]
  • How should organizational justice be measured?, In The Handbook of organizational justice
    Colquitt, J. A. 113-152 [2005]
  • How much do high-performance work practices matter? A meta-analysis of their effects on organizational performance
    Combs, J Personnel Psychology 59 501-528 [2006]
  • How can theories of organizational justice explain the impact of fairness?, In Handbook of organizational justice
    Blader, S. L. 329-354 [2005]
  • High-performance work systems and organizational performance : The mediating role of internal social structure
    Evans, W. R. Journal of Management 31 758-775 [2005]
  • High performance work systems and firm performance : A synthesis of research and managerial implications
    Becker, B. E. Research in Personnel and Human Resource Management 16 53-101 [1998]
  • High performance and the transformation of work? The implications of alternative work practices for the experience and outcomes of work
    Godard, J. Industrial and Labor Relations Review 54 776-805 [2001]
  • Hierarchical linear models
    Bryk, A. S. - [1992]
  • Firm resources and sustained competitive advantage
    Barney, J. Journal of Management 17 99-120 [1991]
  • Fairness heuristic theory: Justice judgments as pivotal cognitions in organizational relations, In Advances in organizational justice
    Lind, E. A. 56-88 [2001]
  • Effects of human resource systems on manufacturing performance and turnover
    Arthur, J. G. Academy of Management Journal 37 670-687 [1994]
  • Do they see eye to eye? Management and employee perspectives of high-performance work systems and influence processes on service quality
    Liao, H. Journal of Applied Psychology 94 371-391 [2009]
  • Desegregating HRM: A review and synthesis of micro and macro human resource management research
    Wright, P. M. Journal of Management 28 247-276 [2002]
  • Competitive advantage through people
    Pfeffer, J. - [1994]
  • Commitment in the Workplace
    Meyer, J. P. - [1997]
  • Comment on “Measurement error in research on human resources and firm performance: How much error is there and how does it influence effect size estimates?” by Gerhart, Wright, McMahan, and Snell
    Huselid, M. A. PersonnelPsychology 53 835-854 [2000]
  • Centering decisions in hierarchical linear models: Implications for research in organizations
    Hofmann, D. A. Journal of Management 24 623-641 [1998]
  • Asymptotic confidence intervlas for indirect effects in structural equation models, In Sociological methodology
    Sobel, M. E. 290-312 [1982]
  • Assessment of Meyer and Allen’s three components model of organizational commitment in South Korea
    Ko, J. Journal of Applied Psychology 82 961-973 [1997]
  • An empirical examination of the mechanisms mediating between high performance work systems and the performance of Japanese organizations
    Takeuchi, R. Journal of Applied Psychology 92 1069-1083 [2007]
  • A Resource-based View of the Firm
    Wenerfelt, B. Strategic Management Journal 5 171-180 [1984]