There is no doubt that attribution theories have made their mark in social psychology and
other related disciplines, but their application and extension to the field of HRs is in its …

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

As organizations increasingly claim to have become more sustainable and to have
contributed to global sustainable development, demands for Human Resource Management …

Drawing upon positive psychology and a social relational perspective, this article examines
the relationship between well‐being‐oriented human resource management (HRM) …

What happens to the behaviors of employees when their organizations' human resource
management (HRM) systems take into account any challenges to the common good …

We introduce HR co-creation as a continuous process in which HR and stakeholders
optimize value through collaborative efforts to innovate in the design and use of HR …

Despite the growing importance of sustainable management of human resources, human
resource management and leadership research on mutuality in the employment relationship …

Despite significant interest in the attributions employees make about their organization's
human resource (HR) practices, there is little understanding of the antecedents of HR …

In this study, we examine the effects of two key variables associated with union effectiveness
on the job performance of employees, and the mechanisms that explain such effects. More …

The aspiration to thrive in the long run is among the most distinctive traits of family firms. On
the one hand, a long-term view can spur the family firm to plan and secure its human …