Are High-Performance Work Systems always a valuable retention tool? The roles of workforce feminization and flexible work arrangements-Reference-Cited by-同舟云学术

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Are High-Performance Work Systems always a valuable retention tool? The roles of workforce feminization and flexible work arrangements

Published:2017-02 Issue:1 Volume:35 Page:128-136
ISSN:0263-2373
Container-title:European Management Journal
language:en
Short-container-title:European Management Journal

Author:

Stirpe Luigi^ORCID,Zárraga-Oberty Celia

Funder

Spanish Ministry of Science

Publisher

Elsevier BV

Subject

Strategy and Management

Reference64 articles.

1. Caregivers, firm policies and gender discrimination claims;Adams;Review of Economics of the Household,2014

2. A multi-level examination of quality-focused human resource practices and firm performance: evidence from the US healthcare industry;Akdere;International Journal of Human Resource Management,2009

3. Manufacturing advantage: Why high-performance work systems pay off;Appelbaum,2000

4. Strategic human resources: Frameworks for general managers;Baron,1999

5. High performance work systems and firm performance: a synthesis of research and managerial implications;Becker,1998

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1. Elucidating the relationship between high-investment HR systems and workforce engagement: The role of employee education;Economic and Industrial Democracy;2024-09-04

2. Engaging long-tenured employees via high-performance work systems: a matter of dosages;Evidence-based HRM: a Global Forum for Empirical Scholarship;2024-07-25

3. A meta-analysis of the antecedents of flexible work arrangements utilization: based on Job demands-resources model;The International Journal of Human Resource Management;2024-03-12

4. Does Generation Cohort Matter for Teleworking? Diving into Challenges and Advantages of Teleworking Concerning Gen Y and Gen Z;Journal of East-West Business;2024-01-25

5. Examination of HRM practices in relation to the retention of Chinese Gen Z employees;Humanities and Social Sciences Communications;2024-01-03

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