There is a lack of consensus on the role of employee well‐being in the human resource
management–organizational performance relationship. This review examines which of the …

The mutual gains model suggests that HRM should benefit both individuals and
organisations. However, the dominant models within HRM theory and research continue to …

In the last ten years, in both the UK and USA, the vocabulary for managing the employment
relationship has undergone a change.'Personnel management'has increasingly given way …

This is an overview of what the authors believe to be every empirical research article into the
linkages between HRM and performance published in pre‐eminent international refereed …

Two main approaches to human resource management (HRM) are identified: one focusing
on the organisational concern for the relationship between HRM and performance, the other …

As the title suggests, this book provides an introduction to the manage-ment of people in
work organisations, or as it is now most commonly known, human resource management …

This paper assesses research on the effects of high‐performance systems on employer,
worker and union outcomes. It concludes that, compared with what has long been thought of …

A high-performance work system (HPWS) is defined as a series of performance-enhancing
human resource management practices. Many studies have demonstrated the positive …

Now in its second edition, Managing Employee Performance and Reward continues to offer
comprehensive coverage of employee performance and reward, presenting the material in a …

In this paper we present and assess an analytical framework for examining the different
'meanings, purposes and practices' of employee voice. The data were collected from …