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Chidiebere Ogbonnaya
Researcher at University of Sussex
Publications - 40
Citations - 847
Chidiebere Ogbonnaya is an academic researcher from University of Sussex. The author has contributed to research in topics: Job satisfaction & Human resource management. The author has an hindex of 11, co-authored 31 publications receiving 447 citations. Previous affiliations of Chidiebere Ogbonnaya include Norwich University & University of East Anglia.
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High performance work practices, employee outcomes and organizational performance: a 2-1-2 multilevel mediation analysis
TL;DR: In this paper, the mediating role of employee outcomes in terms of the relationship between high-performance work practices (HPWP) and organizational performance was examined in a 2-1-2 multilevel meditation model.
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Employee performance, well‐being, and differential effects of human resource management subdimensions: Mutual gains or conflicting outcomes?
TL;DR: In this article, the authors explore differential effects of three subdimensions of HRM systems (skill, motivation, and opportunityenhancing HRM practices) on employee innovative behaviours and well-being.
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Integrated and isolated impact of high-performance work practices on employee health and well-being: A comparative study.
TL;DR: The results show that HPWP have positive combined effects in both contexts, and work intensification has a mediating role in some of the linkages investigated.
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High-Involvement Management, Economic Recession, Well-Being, and Organizational Performance:
TL;DR: In this article, the authors present theories of why tensions may exist between high-involvement management and actions typically taken by management during recessions, such as wage and employment freezes, and test whether the performance effects of such actions were lower in organizations where management took such actions to combat the post-2008 recession due to their adverse effects on employees' job satisfaction and well-being.
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Does contingent pay encourage positive employee attitudes and intensify work
TL;DR: In this article, the authors explored the relationship between three dimensions of contingent pay (performance-related pay, profitrelated pay and employee share-ownership) and positive employee attitudes (job satisfaction, employee commitment, and trust in management).