It is widely believed that the implementation of progressive HR practices that affect employee skills, motivation, and behaviors can create strategic advantage for the organization (e.g., Arthur, 1994; Delaney and Huselid, 1996; Snell & Dean, 1992). However, the intervening mechanisms of this effect are yet to be examined. Given the strategic value of HR in successfully cultivating organizational culture and social relationships that cannot be readily replicated (Becker & Gerhart, 1996), researchers have pointed to the need to investigate the role of social relationships in the HR literature (Uhl-Bien, Graen, & Scandura, 2000)….
Author: Liu, Wei
Source: University of Maryland
Download Link: Click Here To Download This Report (PDF)
Reference URL 1: Visit Now
Reference URL 2: Visit Now