Opening the black box of the relationship between HRM practices and firm performance: A comparison of MNE subsidiaries in the USA, Finland, and Russia

[1]  G. Becker,et al.  Human Capital , 2020, Property, Institutions, and Social Stratification in Africa.

[2]  Kan Shi,et al.  Internationalization of multi-source feedback systems: a six-country exploratory analysis of 360-degree feedback , 2006 .

[3]  Elaine Farndale,et al.  International Human Resource Management and Firm Performance , 2006 .

[4]  G. Dietz,et al.  Commonalities and contradictions in HRM and performance research , 2005 .

[5]  M. D. Dunnette.  Handbook of Industrial and Organizational Psychology , 2005 .

[6]  Ruth C. May,et al.  Transferring management knowledge to Russia: A culturally based approach , 2005 .

[7]  B. Gerhart.  Human Resources and Business Performance: Findings, Unanswered Questions, and an Alternative Approach , 2005 .

[8]  C. E. Fey,et al.  A Comparison of Human Resource Management in Russia, China, and Finland , 2004 .

[9]  Cameron Lawrence,et al.  Institutions and Organizations (2nd ed.) , 2003 .

[10]  W Zhang,et al.  Country and organizational-level adaptation to foreign workplace ideologies: a comparative study of distributive justice values in China, Russia and the United States , 2003 .

[11]  Neil Conway,et al.  Human Resource Management and Corporate Performance in the UK , 2003 .

[12]  Kenneth Husted,et al.  Knowledge-Sharing Hostility in Russian Firms , 2003 .

[13]  J. DiStefano,et al.  Cultural Dimensions at the Individual Level of Analysis , 2002 .

[14]  Paul Sparrow,et al.  An integrative framework for understanding cross-national human resource management practices , 2002 .

[15]  J. Benson,et al.  Convergence and Divergence in Asian Human Resource Management , 2002 .

[16]  Catherine Truss,et al.  Complexities and Controversies in Linking HRM with Organizational Outcomes , 2001 .

[17]  Yuan Lu,et al.  Institutionalization and Bargaining Power Explanations of HRM Practices in International Joint Ventures — The Case of Chinese-Western Joint Ventures , 2001 .

[18]  Joseph J. Martocchio,et al.  CHINESE AND AMERICAN MANAGERS' COMPENSATION AWARD DECISIONS: A COMPARATIVE POLICY‐CAPTURING STUDY , 2001 .

[19]  David Guest,et al.  Human resource management: when research confronts theory , 2001 .

[20]  Ronald Dore,et al.  Stock Market Capitalism: Welfare Capitalism: Japan and Germany Versus the Anglo-Saxons , 2000 .

[21]  Ronald Dore,et al.  Stock Market Capitalism: Welfare Capitalism , 2000 .

[22]  Carl F. Fey,et al.  The Effect of Human Resource Management Practices on MNC Subsidiary Performance in Russia , 2000 .

[23]  Carl F. Fey,et al.  Effective human resource management practices for foreign firms in Russia , 1999 .

[24]  David S. Platt.  Understanding COM , 1999 .

[25]  Edward W. Christensen,et al.  An Exploration of Industry, Culture and Revenue Growth , 1999 .

[26]  M. Keaney.  Riding the Waves of Culture: Understanding Cultural Diversity in Business , 1999 .

[27]  Stanislav Shekshnia,et al.  Western multinationals' human resource practices in Russia , 1998 .

[28]  Detelin S. Elenkov.  Can American Management Concepts Work in Russia? A Cross-Cultural Comparative Study , 1998 .

[29]  J. Barney,et al.  On becoming a strategic partner: The role of human resources in gaining competitive advantage , 1998 .

[30]  Randall S. Schuler,et al.  Understanding Compensation Practice Variations Across Firms: The Impact of National Culture , 1998 .

[31]  J. Katz,et al.  The Human Equation: Building Profits by Putting People First , 1998 .

[32]  C. Pinder,et al.  Work Motivation in Organizational Behavior , 1997 .

[33]  D. Guest.  Human resource management and performance: a review and research agenda , 1997 .

[34]  Detelin S. Elenkov.  Differences and Similarities in Managerial Values between U.S. and Russian Managers , 1997 .

[35]  Karen L. Newman,et al.  Culture and Congruence: The Fit Between Management Practices and National Culture , 1996 .

[36]  Mark A. Huselid,et al.  The Impact of Human Resource Management Practices on Perceptions of Organizational Performance , 1996 .

[37]  John E. Delery,et al.  Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions , 1996 .

[38]  David P. Lepak,et al.  Human Resource Management, Manufacturing Strategy, and Firm Performance , 1996 .

[39]  Jeanne M. Brett,et al.  Agency Theory and Variable Pay Compensation Strategies , 1996 .

[40]  Rita Gunther McGrath,et al.  IMPROVING LABOR PRODUCTIVITY: HUMAN RESOURCE MANAGEMENT POLICIES DO MATTER , 1996 .

[41]  B. Wilkinson.  Culture, Institutions and Business in East Asia , 1996 .

[42]  S. Vanhala.  Human resource management in Finland , 1995 .

[43]  L. Dyer,et al.  Human resource strategies and firm performance: what do we know and where do we need to go? , 1995 .

[44]  Ing-Chung Huang,et al.  International Human Resource Strategy and Its Determinants: The Case of Subsidiaries in Taiwan , 1995 .

[45]  W. Scott,et al.  Institutions and Organizations. , 1995 .

[46]  Mark A. Huselid.  The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance , 1995 .

[47]  Chao-chuan Chen,et al.  New Trends in Rewards Allocation Preferences: A Sino-U.S. Comparison , 1995 .

[48]  P. Jennings,et al.  The Japanese Human Resource Management System: A Learning Bureaucracy , 1995 .

[49]  John Paul Macduffie.  Human Resource Bundles and Manufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry , 1995 .

[50]  Charles A. O'Reilly,et al.  Working Smarter and Harder: A Longitudinal Study of Managerial Success , 1994 .

[51]  Augustine A. Lado,et al.  Human Resource Systems and Sustained Competitive Advantage: A Competency-Based Perspective , 1994 .

[52]  Schon Beechler,et al.  The Transfer of Japanese-Style Management to American Subsidiaries: Constraints, and Competencies , 1994 .

[53]  Margaret E. Phillips.  Industry Mindsets: Exploring the Cultures of Two Macro-Organizational Settings , 1994 .

[54]  Nitin Nohria,et al.  Influences on Human Resource Management Practices in Multinational Corporations , 1994 .

[55]  Jeffrey B. Arthur,et al.  Effects of human resource systems on manufacturing performance and turnover , 1994 .

[56]  Abagail McWilliams,et al.  Human resources and sustained competitive advantage: a resource-based perspective , 1994 .

[57]  Kirk D. Fiedler,et al.  Business Process Reengineering: Charting a Strategic Path for the Information Age , 1994 .

[58]  W. Powell,et al.  The New Institutionalism in Organizational Analysis , 1993 .

[59]  G. Hofstede.  Cultural constraints in management theories , 1993 .

[60]  Murray R. Barrick,et al.  Autonomy as a moderator of the relationships between the Big Five personality dimensions and job performance. , 1993 .

[61]  R. Rosenfeld,et al.  Job Mobility and Career Processes , 1992 .

[62]  P. Wright,et al.  Theoretical Perspectives for Strategic Human Resource Management , 1992 .

[63]  D. North,et al.  Institutions, Institutional Change and Economic Performance. , 1991 .

[64]  J. M. Geringer,et al.  Measuring Performance of International Joint Ventures , 1991 .

[65]  F. Sonnenberg.  Internal Communication: Turning Talk into Action , 1991 .

[66]  N. Adler,et al.  The Parochial Dinosaur: Organizational Science in a Global Context , 1991 .

[67]  Henry L. Tosi.  A Theory of Goal Setting and Task Performance , 1991 .

[68]  J. Barney.  Firm Resources and Sustained Competitive Advantage , 1991 .

[69]  J. Meindl.  Managing to Be Fair: An Exploration of Values, Motives, and Leadership , 1989 .

[70]  Donald C. Hambrick,et al.  Chief executive compensation: A synthesis and reconciliation , 1988 .

[71]  Kevin J. Murphy,et al.  Compensation and Incentives: Practice vs. Theory , 1988 .

[72]  P. M. Podsakoff,et al.  Self-Reports in Organizational Research: Problems and Prospects , 1986 .

[73]  L. Gottfredson.  Societal consequences of the g factor in employment. , 1986 .

[74]  A. Satorra,et al.  Power of the likelihood ratio test in covariance structure analysis , 1985 .

[75]  Gregory G. Dess,et al.  Measuring organizational performance in the absence of objective measures: The case of the privately-held firm and conglomerate business unit , 1984 .

[76]  Bill McKelvey,et al.  Organizational Systematics: Taxonomy, Evolution, Classification. , 1984 .

[77]  F. Bookstein,et al.  Two Structural Equation Models: LISREL and PLS Applied to Consumer Exit-Voice Theory , 1982 .

[78]  Eric G. Flamholtz,et al.  Personnel Management, Human Capital Theory, and Human Resource Accounting , 1981 .

[79]  C. Fornell,et al.  Evaluating structural equation models with unobservable variables and measurement error. , 1981 .

[80]  G. Hofstede,et al.  Culture′s Consequences: International Differences in Work-Related Values , 1980 .

[81]  Marvin D. Dunnette,et al.  The Handbook of Industrial and Organizational Psychology. , 1978 .

[82]  A. Bandura.  Self-efficacy: toward a unifying theory of behavioral change. , 1977, Psychological review.

[83]  Aage B. Sorensen,et al.  The Structure of Intragenerational Mobility. , 1975 .

[84]  E. A. Locke,et al.  Motivational effects of knowledge of results: A goal-setting phenomenon? , 1968 .

[85]  V. Vroom.  Work and motivation , 1964 .

[86]  K. Yu,et al.  The impact of national culture and economic ideology on managerial work values: a study of the United States, Russia, Japan, and China , 2008 .

[87]  D. D. Hartog,et al.  High performance work systems, organisational culture and firm effectiveness , 2004 .

[88]  Carl F. Fey,et al.  Organizational Culture and Effectiveness: Can American Theory Be Applied in Russia? , 2003, Organ. Sci..

[89]  Timothy M. Gardner,et al.  Theoretical and Empirical Challenges in Studying : The HR Practice – Firm Performance Relationship , 2000 .

[90]  Patrick M. Wright,et al.  Theoretical and Empirical Challenges in Studying: The HR Practice - Firm Performance Relationship , 2000 .

[91]  S. Schwartz.  A Theory of Cultural Values and Some Implications for Work , 1999 .

[92]  P. Wright,et al.  The role of human resource practices in petro-chemical refinery performance , 1999 .

[93]  Richard Whitley,et al.  Divergent Capitalisms: The Social Structuring and Change of Business Systems , 1999 .

[94]  Daniel B. Turban,et al.  Human resource practices and firm performance of multinational corporations: influences of country origin , 1998 .

[95]  Johngseok Bae,et al.  Variations in human resource management in Asian countries: MNC home-country and host-country effects , 1998 .

[96]  J. Milliman,et al.  The impact of National Culture on HRM Practices: The Case of Performance Appraisal , 1998 .

[97]  L. Gómez-Mejia,et al.  Reframing executive compensation: An assessment and outlook , 1997 .

[98]  J. Pfeffer.  Competitive Advantage Through People , 1994 .

[99]  C. O'Reilly.  Organizational behavior: where we've been, where we're going. , 1991, Annual review of psychology.

[100]  G. Hofstede,et al.  Cultures and Organizations: Software of the Mind , 1991 .

[101]  Kevin J. Murphy,et al.  Performance Pay and Top Management Incentives , 1990 .

[102]  R. Kanfer.  Motivation theory and industrial and organizational psychology. , 1990 .

[103]  Jan-Bernd Lohmoller.  The PLS Program System: Latent Variables Path Analysis with Partial Least Squares Estimation. , 1988, Multivariate behavioral research.

[104]  Richard E. Kopelman,et al.  Managing Productivity in Organizations: A Practical, People-Oriented Perspective , 1986 .

[105]  Paul DiMaggio,et al.  The iron cage revisited: institutional isomorphism and collegctive rationality in organizational fie , 1983 .

[106]  Sydney Gregory,et al.  Culture's consequences: international differences in work-related values , 1982 .

[107]  R. Sitgreaves.  Psychometric theory (2nd ed.). , 1979 .

[108]  M. Reder.  An Analysis of a Small, Closely Observed Labor Market: Starting Salaries for University of Chicago M.B.A.'s , 1978 .

[109]  F. Heider.  The psychology of interpersonal relations , 1958 .

[110]  J. Kennedy,et al.  Culture , Leadership , and Organizations : The GLOBE Study of 62 Societies , 2022 .