Open Access
Issue
SHS Web Conf.
Volume 83, 2020
Current Problems of the Corporate Sector 2020
Article Number 01012
Number of page(s) 8
Section Economics, Management and Finance
DOI https://doi.org/10.1051/shsconf/20208301012
Published online 30 October 2020
  1. B.E. Kaufman, The real problem: the deadly combination of psychologization, scientism, and normative promotionalism takes strategic human resource management down a 30-year dead end. Human Resource Management Journal 30, 49-72 (2020) [CrossRef] [Google Scholar]
  2. Z. Stankeviciute, A. Savaneviciene, Designing sustainable HRM: the core characteristics of emerging field. Sustainability 10, 4798 (2018) [CrossRef] [Google Scholar]
  3. N. Chams, J. Garcia-Blandon, On the importance of sustainable human resource management for the adoption of sustainable development goals. Resources Conservation and Recycling 141, 109-122 (2019) [CrossRef] [Google Scholar]
  4. M. Santana, A. Lopez-Cabrales, Sustainable development and human resource management: a science mapping approach. Corporate Social Responsibility and Environmental Management 26, 1171-1183 (2019) [Google Scholar]
  5. V.N. Amrutha, S.N. Geetha, A systematic review on green human resource management: implications for social sustainability. Journal of Cleaner Production 247, 119131 (2020) [CrossRef] [Google Scholar]
  6. J. Macke, D. Genari, Systematic literature review on sustainable human resource management. Journal of Cleaner Production 208, 806-815 (2019) [CrossRef] [Google Scholar]
  7. M. Jaerlstrom, E. Saru, S. Vanhala, Sustainable human resource management with salience of stakeholders: a top management perspective. Journal of Business Ethics 152, 703-724 (2018) [CrossRef] [Google Scholar]
  8. V. Roca-Puig, The circular path of social sustainability: an empirical analysis. Journal of Cleaner Production 212, 916-924 (2019) [CrossRef] [Google Scholar]
  9. N. Cuguero-Escofet, P. Ficapal-Cusi, J. Torrent-Sellens, Sustainable human resource management: how to create a knowledge sharing behavior through organizational justice, organizational support, satisfaction, and commitment. Sustainability 11, 5419 (2019) [CrossRef] [Google Scholar]
  10. M. Guerci, A. Decramer, T. Van Waeyenberg, I. Aust, Moving beyond the link between HRM and economic performance: a study on the individual reactions of HR managers and professionals to sustainable HRM. Journal of Business Ethics 160, 783-800 (2019) [CrossRef] [Google Scholar]
  11. K. Stachova, J. Papula, Z. Stacho, L. Kohnova, External partnerships in employee education and development as the key to facing Industry 4.0 challenges. Sustainability 11, 345 (2019) [CrossRef] [Google Scholar]
  12. G.C. Banks, H.M. Woznyj, R.S. Wesslen, K.A. Frear, G. Berka, E.D. Heggestad, H.L. Gordon, Strategic recruitment across borders: an investigation of multinational enterprises. Journal of Management 45, 476-509 (2019) [CrossRef] [Google Scholar]
  13. C.L. Jiang, D. Yahiaoui, French multinational companies’ HRM in China: strategic orientation and integration approaches. Asia Pacific Business Review 25, 3-18 (2019) [CrossRef] [Google Scholar]
  14. H.C. Chao, A.M. Morrison, B.H. Wu, All work and no play? Antecedents of the leisure involvement of Taiwan expatriate managers in Mainland China. International Journal of Manpower 40, 1215-1238 (2019) [CrossRef] [Google Scholar]
  15. G. Hong, E. Kim, How to attract talented expatriates: the key role of sustainable HRM. Sustainability 11, 5373 (2019) [CrossRef] [Google Scholar]
  16. P. Poisat, M.R. Mey, G. Sharp, Do talent management strategies influence the psychological contract within a diverse environment? SA Journal of Human Resource Management 16, a1044 (2018) [CrossRef] [Google Scholar]
  17. J. Meuer, M. Kluike, U. Backes-Gellner, K. Pull, Using expatriates for adapting subsidiaries’ employment modes to different market economies: a comparative analysis of US subsidiaries in Germany, the UK and Switzerland. European Journal of International Management 13, 328-353 (2019) [Google Scholar]
  18. Dastmalchian, N. Bacon, N. McNeil, C. Steinke, P. Blyton, M.S. Kumar, S. Bayraktar, W. Auer-Rizzi, A.A. Bodla, R. Cotton, et al., High-performance work systems and organizational performance across societal cultures. Journal of International Business Studies (Jan 2020) [Google Scholar]
  19. A. Erthal, L. Marques, National culture and organizational culture in lean organizations: a systematic review. Production Planning & Control 29, 668-687 (2018) [CrossRef] [Google Scholar]
  20. M. Furusawa, Ch. Brewster, Japanese self-initiated expatriates as boundary spanners in Chinese subsidiaries of Japanese MNEs: Antecedents, social capital, and HRM practices. Thunderbird International Business Review 60, 911-919 (2018) [CrossRef] [Google Scholar]
  21. F. Gu, J. Nolan, Ch. Rowley, Organizational justice in Chinese banks: understanding the variable influence of guanxi on perceptions of fairness in performance appraisal. Asia Pacific Business Review (Dec 2019) [Google Scholar]
  22. S. Nadeem, M. Raza, N. Kayani, A. Aziz, D. Nayab, Examining cross-cultural compatibility of high-performance work practices. International Business Review 27, 563-583 (2018) [CrossRef] [Google Scholar]
  23. Y. Curzi, T. Fabbri, A.C. Scapolan, S. Boscolo, Performance appraisal and innovative behavior in the digital era. Frontiers in Psychology 10, 1659 (2019) [CrossRef] [Google Scholar]
  24. K. Sanders, F. Jorgensen, H. Shipton, Y. Van Rossenberg, R. Cunha, X.B. Li, R. Rodrigues, S.I. Wong, A. Dysvik, Performance-based rewards, and innovative behaviors. Human Resource Management 57, 1455-1468 (2018) [CrossRef] [Google Scholar]
  25. P. Gooderham, M. Fenton-O’Creevy, R. Croucher, M. Brookes, A multilevel analysis of the use of individual pay-for-performance systems. Journal of Management 44, 1479-1504 (2018) [CrossRef] [Google Scholar]

Current usage metrics show cumulative count of Article Views (full-text article views including HTML views, PDF and ePub downloads, according to the available data) and Abstracts Views on Vision4Press platform.

Data correspond to usage on the plateform after 2015. The current usage metrics is available 48-96 hours after online publication and is updated daily on week days.

Initial download of the metrics may take a while.