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Papers in Evidence-based HRM a Global Forum for Empirical Scholarship

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201. What makes a workday meaningful? Evidence on the role of task significance, competence and subjective meaningful workEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
202. Role of collective organizational engagement in the emergence of innovation: a microfoundations perspectiveEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
203. The mediating role of employer attractiveness and prestige on the relationship between green recruitment and job pursuit intention in GhanaEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
204. Job autonomy and cyberloafing: a mediated moderation model of work engagement and mindfulnessEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
205. Singing the same environmental song: transmission of green HR signals from supervisors to subordinates through multilevel modelingEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
206. Expanding service beyond the organizational boundaries: moderated mediated model of servant leadership to affect employees’ community citizenship behaviorEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
207. Cultural values and the P-O fit: comparative NLP analysis of German online job advertisementsEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
208. Do workplace digitalisation and group diversity matter in linking innovative culture to employee engagement?Evidence-based HRM a Global Forum for Empirical Scholarship · 2024
209. Gendered choices of labour market integration programmes: evidence from the United StatesEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
210. Job content plateau and career commitment: the mediating role of developmental i-deals and the moderating role of proactive personalityEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
211. Managerial coaching and innovative work behavior: mediating role of psychological empowerment and moderating role of task interdependenceEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
212. The effect of AI-enabled HRM dimensions on employee engagement and sustainable organisational performance: fusion skills as a moderatorEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
213. Socio-cognitive mindfulness is a well-being booster: a serial mediation model to test the mindfulness reappraisal hypothesis with managersEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
214. The impact of leadership preferences and personality traits on employees’ motivationEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
215. Enhancing employees’ creative performance by giving developmental feedbackEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
216. The role of employee ambidexterity on employee agility: a moderation analysis with employee organizational tenureEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
217. Antecedents of subjective well-being at work – the case of French permanent employeesEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
218. Discretionary HR practices and happiness at work (HAW): a sequential mediation model of perceived organizational support and meaning of workEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
219. The role of psychological contract breach and leader-member exchange quality in Machiavellianism and organisational cynicismEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
220. The relationship between abusive supervision and job satisfaction and turnover intentions: the moderating role of employee depressionEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
221. Swimming against the current: the positive effects of counter-cultural HR practices on the calculative/collaborative HR practices–firm performance relationshipEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
222. Corporate social responsibility supercharged: greening employee behavior through human resource management practices and green cultureEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
223. Contextualizing work-family experiences in India: sex, gender role perception and urbanizationEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
224. Modeling the nexus between perceived fit and work engagement: an empirical investigationEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
225. Green human resource management, personal moral norms and green employee creativity: evidence from Indian eco-tourist hotels and resortsEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
226. Prosocial behavior and work reattachment in healthcare: the mediating and moderating influence of mindfulness and aweEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
227. From workplace to home: consequences of supervisor bullying in the hospitality settingEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
228. Reactions to gender-(counter)normative behavior online in the United States: attraction and hiring implicationsEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
229. The role of mindfulness and self-compassion to ameliorate COVID-19 phobia in frontline employees associated with the Indian services sectors: an empirical analysisEvidence-based HRM a Global Forum for Empirical Scholarship · 2024
230. Employee psychological ownership and work attitudesEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
231. How does leaders' managerial coaching impact followers' in-role and extra-role behaviors? The mediating roles of intrinsic motivation and self-efficacyEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
232. Beyond the boss: how distributed leadership elevates team effectiveness in startup organizations? – a multi-level analysisEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
233. Family incivility and organisational citizenship behaviour: roles of negative rumination, workplace friendship and optimismEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
234. Understanding leader–member exchange on job satisfaction: while work interfaces between home and life?Evidence-based HRM a Global Forum for Empirical Scholarship · 2023
235. Towards measuring strategic leadership capabilities for innovation: an empirical validationEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
236. Customer incivility: cause and effect in the food and beverage industry in VietnamEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
237. How does age and gender of the employees influence human resource practices–employee competencies relationship?Evidence-based HRM a Global Forum for Empirical Scholarship · 2023
238. Does empowering leadership enhance employee agility? A serial mediation modelEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
239. Does workplace spirituality predict turnover intention in small- and medium-sized enterprises (SMEs)Evidence-based HRM a Global Forum for Empirical Scholarship · 2023
240. Attachment and attractiveness towards organizations: reinforcing the intention to stay amidst the “great resignation”Evidence-based HRM a Global Forum for Empirical Scholarship · 2023
241. Career planning and turnover intention: a moderated moderation model of career plateau and risk-taking propensityEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
242. Turnover intention among Vietnamese millennials in the workplaceEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
243. Do employees involved in career accidents experience greater work engagement? The moderating role of job resourcesEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
244. Healthy employees are assets: a structural model based on individual and organizational characteristics for hotel employee well-beingEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
245. The moderating effects of positive thinking on the relationship between job stress and turnover intentionEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
246. Extending training predictors link with training transfer through mediation of motivationEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
247. Role of psychosocial safety climate in job satisfaction and emotional exhaustion: mediating role of effort–reward imbalanceEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
248. Impacts of knowledge-based HRM, knowledge sharing and perceived organizational supports on innovation performance: a moderated-mediation analysisEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
249. The personal initiative paradox: why benevolent political will decreases career growth prospects in a political environment?Evidence-based HRM a Global Forum for Empirical Scholarship · 2023
250. Enhancing the employee experience: exploring a global positive climate to influence key employee outcomesEvidence-based HRM a Global Forum for Empirical Scholarship · 2023