Strategic human resource management: where have we come from and where should we be going?
暂无分享,去创建一个
[1] Joseph T. Mahoney,et al. The resource-based view within the conversation of strategic management , 1992 .
[2] Frank Mueller,et al. HUMAN RESOURCES AS STRATEGIC ASSETS: AN EVOLUTIONARY RESOURCE‐BASED THEORY* , 1996 .
[3] Jeffrey Pfeffer,et al. The human equation : building profits by putting people first , 1998 .
[4] Paul Osterman,et al. Choice of Employment Systems in Internal Labor Markets , 1987 .
[5] E. Penrose. The theory of the growth of the firm twenty-five years after , 1960 .
[6] Casey Ichniowski,et al. The Effects of Human Resource Management Practices on Productivity , 1995 .
[7] C. Prahalad,et al. Strategy as stretch and leverage. , 1993, Harvard business review.
[8] Rita Gunther McGrath,et al. IMPROVING LABOR PRODUCTIVITY: HUMAN RESOURCE MANAGEMENT POLICIES DO MATTER , 1996 .
[9] Mark A. Huselid. The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance , 1995 .
[10] R. Kaplan,et al. The Balanced Scorecard: Translating Strategy into Action , 1996 .
[11] P. Boxall. STRATEGIC HUMAN RESOURCE MANAGEMENT: BEGINNINGS OF A NEW THEORETICAL SOPHISTICATION? , 1992 .
[12] John E. Delery,et al. Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions , 1996 .
[13] R. Reed,et al. Causal Ambiguity, Barriers to Imitation, and Sustainable Competitive Advantage , 1990 .
[14] T. Jones,et al. Stakeholder‐Agency Theory , 1992 .
[15] Ken Kamoche,et al. Human Resource Management and the Appropriation-Learning Perspective , 1998 .
[16] M. C. Jensen,et al. THEORY OF THE FIRM: MANAGERIAL BEHAVIOR, AGENCY COSTS AND OWNERSHIP STRUCTURE , 1976 .
[17] Michael A. Hitt,et al. Theory and research in strategic management: Swings of a pendulum , 1999 .
[18] Lloyd Baird,et al. Managing Two Fits of Strategic Human Resource Management , 1988 .
[19] R. Nelson. Why do firms differ, and how does it matter? , 1991 .
[20] David Grant,et al. HRM, rhetoric and the psychological contract: a case of 'easier said than done' , 1999 .
[21] Stephen Wood,et al. Human resource management and performance , 1999 .
[22] Danny Miller,et al. TOWARD A NEW CONTINGENCY APPROACH: THE SEARCH FOR ORGANIZATIONAL GESTALTS , 1981 .
[23] John E. Delery. Issues of fit in strategic human resource management: Implications for research , 1998 .
[24] J. Barney. Firm Resources and Sustained Competitive Advantage , 1991 .
[25] R. Coff. Human Assets and Management Dilemmas: Coping With Hazards On the Road to Resource-Based Theory , 1997 .
[26] David P. Lepak,et al. Human Resource Management, Manufacturing Strategy, and Firm Performance , 1996 .
[27] P. Osterman. How Common is Workplace Transformation and Who Adopts it? , 1994 .
[28] D. Guest. HUMAN RESOURCE MANAGEMENT AND INDUSTRIAL RELATIONS[1] , 1987 .
[29] K. Legge,et al. Power, innovation, and problem-solving in personnel management , 1978 .
[30] Karel Cool,et al. Asset stock accumulation and sustainability of competitive advantage , 1989 .
[31] S. Wood. High Commitment Management and Payment Systems , 1996 .
[32] John Paul Macduffie. Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry , 1995 .
[33] M. Porter. Towards a dynamic theory of strategy , 1991 .
[34] C. Oliver. SUSTAINABLE COMPETITIVE ADVANTAGE: COMBINING INSTITUTIONAL AND RESOURCE- BASED VIEWS , 1997 .
[35] Alan Fox,et al. Beyond Contract: Work, Power and Trust Relations , 1975 .
[36] J. Pfeffer. Competitive Advantage Through People , 1994 .
[37] Rajaram Veliyath,et al. Gestalt Approaches to Assessing Strategic Coalignment: A Conceptual Integration1 , 1995 .
[38] Edgar H. Schein,et al. Increased organizational effectiveness through better human resources planning and development , 1976 .
[39] Thomas Bailey,et al. The Performance Effects of Modular Production in the Apparel Industry , 1996 .
[40] Margaret A. Peteraf,et al. GETTING TO KNOW YOU: A THEORY OF STRATEGIC GROUP IDENTITY , 1997, Strategic Management Journal.
[41] M. Porter. Competitive Advantage: Creating and Sustaining Superior Performance , 1985 .
[42] John Paul Macduffie,et al. The Adoption of High‐Involvement Work Practices , 1996 .
[43] Michael H. Zack,et al. Developing a Knowledge Strategy , 1999 .
[44] B. Wernerfelt,et al. A Resource-Based View of the Firm , 1984 .
[45] P. Boxall,et al. Human Resource Strategy and Competitive Advantage: A Longitudinal Study of Engineering Consultancies , 1999 .
[46] Peter J. Dowling,et al. Strategic Human Resource Management in Multinational Enterprises: Theoretical and Empirical Developments , 1999 .
[47] P. Boxall. The Strategic Hrm Debate and the Resource‐Based View of the Firm , 1996 .
[48] John Purcell,et al. MAPPING MANAGEMENT STYLES IN EMPLOYEE RELATIONS , 1987 .
[49] K. Cameron. Effectiveness as Paradox: Consensus and Conflict in Conceptions of Organizational Effectiveness , 1986 .
[50] Peter Boxall,et al. Achieving competitive advantage through human resource strategy: Towards a theory of industry dynamics , 1998 .
[51] Mark S. Granovetter. Economic Action and Social Structure: The Problem of Embeddedness , 1985, American Journal of Sociology.
[52] C. Prahalad,et al. Competing for the Future , 1994 .
[53] D. Rousseau,et al. Violating the psychological contract: Not the exception but the norm , 1994 .
[54] K. R. Conner. A Historical Comparison of Resource-Based Theory and Five Schools of Thought Within Industrial Organization Economics: Do We Have a New Theory of the Firm? , 1991 .
[55] B. Gerhart,et al. The Impact of Human Resource Management on Organizational Performance: Progress and Prospects , 1996 .
[56] L. Dyer,et al. Human resource strategies and firm performance: what do we know and where do we need to go? , 1995 .
[57] David P. Lepak,et al. The Human Resource Architecture: Toward a Theory of Human Capital Allocation and Development , 1999 .
[58] P. Boxall. Building the Theory of Comparative Hrm , 1995 .
[59] D. Leonard-Barton,et al. Wellsprings of Knowledge: Building and Sustaining the Sources of Innovation , 1995 .
[60] Jeffrey B. Arthur,et al. Effects of human resource systems on manufacturing performance and turnover , 1994 .
[61] D. Teece,et al. DYNAMIC CAPABILITIES AND STRATEGIC MANAGEMENT , 1997 .
[62] Joel Cutcher-Gershenfeld,et al. Strategic Negotiations: A Theory of Change in Labor-Management Relations , 1994 .
[63] K. S. Wever. Negotiating Competitiveness: Employment Relations and Organizational Innovation in Germany and the United States , 1995 .
[64] Stan Lees,et al. HRM and the legitimacy market , 1997 .
[65] Abagail McWilliams,et al. Human resources and sustained competitive advantage: a resource-based perspective , 1994 .
[66] Henry Mintzberg. Patterns in Strategy Formation , 1978, International Studies of Management & Organization.
[67] Nick Oliver,et al. High-Performance Manufacturing: Evidence from the Automotive Components Industry , 1997 .
[68] M. Marchington,et al. 'Best practice' human resource management: perfect opportunity or dangerous illusion? , 2000 .
[69] J. Child. Strategic Choice in the Analysis of Action, Structure, Organizations and Environment: Retrospect and Prospect , 1997 .
[70] David L. Deephouse. To Be Different or to Be the Same? It's a Question (and a Theory) of Strategic Balance , 1998 .
[71] Patrick M. Wright,et al. Toward a Unifying Framework for Exploring Fit and Flexibility in Strategic Human Resource Management , 1998 .
[72] John Purcell,et al. Best practice and best fit: chimera or cul‐de‐sac? , 1999 .
[73] M. Porter. The Competitive Advantage Of Nations , 1990 .