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

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251. Workplace pressure, employee stress, mental well-being and resilience in response to COVID-19 in SingaporeEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
252. Perceived organizational culture and employee performance: moderating role of supervisor humorEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
253. How ambidextrous leadership enhances employee creativity: a quantitative approachEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
254. Employees go green: the roles of perceived CSR and intrinsic motivationEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
255. Dispositional factors enhancing leader–follower relationship's dynamicEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
256. Leaders' Machiavellian traits and servant leadership behaviors – A gender perspectiveEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
257. Quick-witted entrepreneurs versus systematic managers: a comparative analysis of decision-making competenceEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
258. Relationship between workplace bullying and work engagement: education sector of PakistanEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
259. The prevalence of horizontal violence with different cultural dimensionsEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
260. Dark side of teleworking: impact of initiated interdependence, professional isolation and psychological detachment on emotional exhaustionEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
261. Pathways to corporate entrepreneurship: do HRM practices and organizational learning capability matter?Evidence-based HRM a Global Forum for Empirical Scholarship · 2023
262. Employee–customer interaction and emotional intelligence to impact emotional labor: does interaction type play any role?Evidence-based HRM a Global Forum for Empirical Scholarship · 2023
263. A moderated mediation model of smart-device use: work–family conflict and well-being by ageEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
264. Workplace ostracism as an antecedent to workplace envy: the mediating roles of metacognitive resources and dimensions of social perceptionEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
265. The desire for employability and self-exploitation: concretizing Lacan's psychoanalysis on employabilityEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
266. The paradoxical effect of perceived organizational politics on employees motivation: the mediation role of hostility and moderating role of organizational injusticeEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
267. Employee voice behavior and perceived control: does remote work environment matter?Evidence-based HRM a Global Forum for Empirical Scholarship · 2023
268. Bullying, mental health and absenteeism: A moderated mediation approachEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
269. When young adults preparing to enter the workforce find task support stressful: an investigation on individual differences and implications for human resource managementEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
270. Perceived financial performance in sport services firms: the role of HRM practices and innovationEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
271. Participative leadership effects on followers' radical creativity: role of creative process engagement and supervisor support for creativityEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
272. Judge and fury: instrumentality, feedback formats and turnover intention in schoolsEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
273. How high-involvement HRM practices motivate knowledge sharing and innovation: the role of market turbulenceEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
274. Perceived discrimination of Māori and Pacific employees in Aotearoa/New Zealand: work and well-being consequences and testing the symbolic interaction perspectiveEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
275. Identifying determinants in the first turnover of new graduate employees in Korea: applying a discrete-time survival analysisEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
276. How high-involvement work practices, leadership and job crafting influence nurses’ innovative work behaviorEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
277. Assessing the effects of transformational leadership on innovative behavior: the role of affective commitment and psychological capitalEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
278. The HR function's influence on organizational performance beyond high-performance work practices paradigm: an HRM whole system perspectiveEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
279. Performance at the cost of well-being? Testing the multi-level effects of HR practices on organisational performance via employee experiences and well-beingEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
280. Does employee work-related curiosity predict workplace thriving? The moderating role of core-self evaluationsEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
281. Talent management practices for non-high potentials in the public sector: effect of appraisal methods on work outcomesEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
282. Influence of mentoring and job security on expatriate voiceEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
283. “My contract is breached, and I want to leave, but I am embedded!” how do reluctant stayers respond?Evidence-based HRM a Global Forum for Empirical Scholarship · 2023
284. I value ethics, do you? An employee-oriented perspective on ethical leadership and organizational changeEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
285. Can intrinsic motivation be attained through psychological detachment and job crafting: the mediating role of emotional stabilityEvidence-based HRM a Global Forum for Empirical Scholarship · 2023
286. Strength of HR signals and intent to stay: mediating role of psychological contract fulfillmentEvidence-based HRM a Global Forum for Empirical Scholarship · 2022
287. Artificial neural network in soft HR performance management: new insights from a large organizational datasetEvidence-based HRM a Global Forum for Empirical Scholarship · 2022
288. Family incivility and burnout: a moderated mediation model of life satisfaction and psychological capitalEvidence-based HRM a Global Forum for Empirical Scholarship · 2022
289. Psychological capital and employee job attitudes: the critical significance of work-life balanceEvidence-based HRM a Global Forum for Empirical Scholarship · 2022
290. Inclusive leadership and workers' safety behaviour during Covid-19 pandemicEvidence-based HRM a Global Forum for Empirical Scholarship · 2022
291. Linking meaningful work and nurse turnover intention: a multilevel modelingEvidence-based HRM a Global Forum for Empirical Scholarship · 2022
292. Impact of team voice on employee voice behavior: role of felt obligation for constructive change and supervisor expectations for voiceEvidence-based HRM a Global Forum for Empirical Scholarship · 2022
293. Employees' adoption of HR analytics – a theoretical framework based on career construction theoryEvidence-based HRM a Global Forum for Empirical Scholarship · 2022
294. Impact of boredom on perceived inequity and discretionary behaviors: a latent growth curve approachEvidence-based HRM a Global Forum for Empirical Scholarship · 2022
295. The interplay of gendered identities and employees perception of organizational citizenship behaviorEvidence-based HRM a Global Forum for Empirical Scholarship · 2022
296. Workers' well-being and job performance in the context of COVID-19: a sector-specific approachEvidence-based HRM a Global Forum for Empirical Scholarship · 2022
297. Exploring the antecedents of high-performance work practices: empirical evidence from Ibero-AmericaEvidence-based HRM a Global Forum for Empirical Scholarship · 2022
298. Moderating role of resistance to change in the actual adoption of HR analytics in the Indian banking and financial services industryEvidence-based HRM a Global Forum for Empirical Scholarship · 2022
299. Stay positive: studying the change patterns in academics' job and life satisfaction during the Covid-19 pandemic through growth curve modelingEvidence-based HRM a Global Forum for Empirical Scholarship · 2022
300. Making Generation Y employees want to stick to their jobs: the roles of individualized consideration transformational leadership, occupational self-efficacy, and personal growth initiativeEvidence-based HRM a Global Forum for Empirical Scholarship · 2022