Journal ArticleDOI
High-Involvement Management.
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This article is published in Psyccritiques.The article was published on 1989-01-01. It has received 304 citations till now. The article focuses on the topics: Resource management & Management process.read more
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Effects of human resource systems on manufacturing performance and turnover
TL;DR: In this paper, the authors used an empirical taxonomy identifying two types of human resource systems, "control" and "commitment", to test the strategic human resource proposition that specific combinations of policies and practices are useful in predicting differences in performance and turnover across steel minimills.
Journal ArticleDOI
Self-determination in a work organization.
TL;DR: In this article, an organizational development intervention, focused on the concept of supporting subordinates' self-determination, was provided for the managers, which showed a clearly positive impact on managers' orientations, though a less conclusive radiation to subordinates.
Journal ArticleDOI
Intrinsic Need Satisfaction: A Motivational Basis of Performance and Weil-Being in Two Work Settings1
TL;DR: In this paper, the authors tested a self-determination theory based model in which employees' autonomous causality orientation and their perceptions of their managers' autonomy support independently predicted satisfaction of the employees' intrinsic needs for competence, autonomy, and relatedness, which in turn predicted their performance evaluations and psychological adjustment.
Reference EntryDOI
Work Groups and Teams in Organizations
TL;DR: In this paper, the authors address the nature and dynamics of work teams and emphasize the types of teams that are commonly used in work settings and the processes that are key to their success.
Journal ArticleDOI
Antecedents and consequences of psychological and team empowerment in organizations: A meta-analytic review.
TL;DR: Meta-analytic support for an integrated model specifying the antecedents and consequences of psychological and team empowerment is provided, indicating that contextual antecedent constructs representing perceived high-performance managerial practices, socio-political support, leadership, and work characteristics are each strongly related to psychological empowerment.
References
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Journal ArticleDOI
Effects of human resource systems on manufacturing performance and turnover
TL;DR: In this paper, the authors used an empirical taxonomy identifying two types of human resource systems, "control" and "commitment", to test the strategic human resource proposition that specific combinations of policies and practices are useful in predicting differences in performance and turnover across steel minimills.
Journal ArticleDOI
Intrinsic Need Satisfaction: A Motivational Basis of Performance and Weil-Being in Two Work Settings1
TL;DR: In this paper, the authors tested a self-determination theory based model in which employees' autonomous causality orientation and their perceptions of their managers' autonomy support independently predicted satisfaction of the employees' intrinsic needs for competence, autonomy, and relatedness, which in turn predicted their performance evaluations and psychological adjustment.
Reference EntryDOI
Work Groups and Teams in Organizations
TL;DR: In this paper, the authors address the nature and dynamics of work teams and emphasize the types of teams that are commonly used in work settings and the processes that are key to their success.
Journal ArticleDOI
Antecedents and consequences of psychological and team empowerment in organizations: A meta-analytic review.
TL;DR: Meta-analytic support for an integrated model specifying the antecedents and consequences of psychological and team empowerment is provided, indicating that contextual antecedent constructs representing perceived high-performance managerial practices, socio-political support, leadership, and work characteristics are each strongly related to psychological empowerment.
Journal ArticleDOI
Human resource management and employee well-being: towards a new analytic framework
TL;DR: In this article, an alternative approach to HRM that gives priority to practices designed to enhance well-being and a positive employment relationship is proposed, and evidence is presented to support the choice of practices and to argue that these also hold the potential to improve both individual and organizational performance.