Fundamentals of HRM

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Overview

Human Resource Management as an international focus for research and practice is a well established and respected branch of management science. The articles in this four volume set are drawn from the best scholarship in the field and comprehensively cover the central currents of HRM as a discipline as well as reflecting its historical development. Advised by a panel of eminent HRM scholars, Neil Anderson has selected a collection of classic and field defining articles.

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Product Details

  • ISBN-13: 9781412930802
  • Publisher: SAGE Publications
  • Publication date: 10/18/2007
  • Series: SAGE Library in Business and Management Series
  • Edition description: Four-Volume Set
  • Pages: 1576
  • Product dimensions: 6.14 (w) x 9.21 (h) x 4.60 (d)

Meet the Author

Neil Anderson is Professor of Human Resource Management and Director of Research of the HRM-OB research centre (WORC) at Brunel University. Having obtained his Ph D in Industrial/Organizational Psychology from Aston University in 1989, Professor Anderson has previously held chairs at the University of London (Goldsmiths College) and the University of Amsterdam (The Netherlands). He has published in several areas spanning HRM and organizational psychology over a number of years, and is now one of the top-five most cited Industrial-Organizational psychologists in Europe. Professor Anderson is Fellow of the British Psychological Society, a Chartered Occupational Psychologist, and Fellow of both the American Psychological Association and Division 14 of the APA (the Society for Industrial-Organizational Psychology)

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Table of Contents

Volume One
HRM Defined and in Organizational Context
PART ONE: THE HISTORY AND UTILITY OF HRM
Gaining a Competitive Advantage through Human Resource Management Practices - R S Schuler and I C Mac Millan
Human Resource Management and Industrial Relations - D Guest
Organizational Capability as Competitive Advantage - D Ulrich
Human Resource Professionals as Strategic Partners
The Impact of Human Resource Management Practices on Turnover, Productivity and Corporate Financial Performance - M A Huselid
Understanding Human Resource Management in the Context of Organizations and Their Environments - S E Jackson and R S Schuler
PART TWO: PERSPECTIVES AND THEORETICAL APPROACHES
The People Make the Place - B Schneider
Theoretical Perspectives for Strategic Human Resource Management - P M Wright and G C Mc Mahan
Human Resource Management and Performance - D Guest
A Review and Research
Review Article - T Keenoy
HRMism and the Languages of Re-Presentation
Institutional and Rational Determinants of Organizational Practice - P Gooderham, O Nordhaug and K Ringdal
Human Resource Management in European Firms
Understanding HRM-Firm Performance Linkages - D E Bowen and C Ostroff
The Role of the 'Strength' of the HRM System
A Critical Assessment of the High Performance Paradigm - J Godard
European Human Resource Management - W Mayrhofer and C Brewster
Researching Developments over Time
PART THREE: INTERNATIONAL HRM
Human Resource Management and the American Dream - D Guest
Strategic Human Resource Management - R S Schuler
Linking the People with the Strategic Needs of the Business
An Integrative Framework of Strategic International Human Resource Management - R S Schuler, P J Dowling and H De Cieri
Towards a New Model of Globalizing HRM - C Brewster, P Sparrow and H Harris
A Quarter-Century Review of Human Resource Management in the US - R S Schuler and S E Jackson
The Growth in Importance of the International Perspective
Volume Two
HRM Practices and Procedures I
PART ONE: SELECTION AND SOCIALIZATION OF EMPLOYEES
Constructs and Assessment Center Dimensions - P R Sackett and G F Dreher
Some Troubling Empirical Findings
The Big Five Personality Dimensions and Job Performance - M R Barrick and M K Mount
A Meta-Analysis
Organizational Socialization as a Learning Process - C Ostroff and S W J Kozlowski
The Role of Information Acquisition
The Validity and Utility of Selection Methods in Personnel Psychology - F L Schmidt and J E Hunter
Practical and Theoretical Implications of 85 Years of Research Findings
PART TWO: PERFORMANCE MEASUREMENT AND MANAGEMENT
The Relationship of Performance Appraisal System Characteristics to Verdicts in Selected Employment Discrimination Cases - H S Feild and W H Holley
A Cognitive View of the Performance Appraisal Process - A S De Nisi, T P Cafferty and B M Meglino
Model and Research Propositions
Outcome Expectancies of People Who Conduct Performance Appraisals - N Napier and G P Latham
Expanding the Criterion Domain to Include Elements of Contextual Performance - W C Borman and S J Motowildo
Performance Management - D N Den Hartog, J P Boselie and J Paauwe
A Model and Research Agenda
A New Model of Work Role Performance - M A Griffin, A Neal and S K Parker
Positive Behavior in Uncertain and Interdependent Contexts
PART THREE: COMPENSATION AND PAYMENT SYSTEMS
Effects of Compensation Strategy on Job Pay Decisions - C L Weber and S L Rynes
Generalizability Analysis of a Point Method Job Evaluation System - S L Fraser, S F Cronshaw and R A Alexander
A Field Study
Productivity and Extra-Role Behavior - P M Wright et al
The Effects of Goals and Incentives on Spontaneous Helping
PART FOUR: HUMAN RESOURCES DEVELOPMENT
Evaluating Training Programs - D L Kirkpatrick
Evidence versus Proof
The Effects of Psychologically Based Intervention Programs on Worker Productivity - R A Guzzo, R D Jette and R A Katzell
A Meta-Analysis
Individual Differences in Skill Learning - P L Ackerman
An Integration of Psychometric and Information Processing Perspectives
That's Not My Job - S K Parker, T D Wall and P R Jackson
Developing Flexible Employee Work Orientations
Volume Three
HRM Practices and Procedures II
PART ONE: TEAMWORKING AND WORK GROUPS
The Dynamics of Interdependence in Organizations - D Tijosvold
Time and Transition in Work Teams - C J G Gersick
Toward a New Model of Group Development
Work Groups and Teams in Organizations - S W J Kozlowski and B S Bell
Work Group Diversity and Group Performance - D van Knippenberg, C K W De Dreu and A C Homan
An Integrative Model and Research Agenda
PART TWO: LEADERSHIP AND COMMUNICATION
Does the Transactional-Transformational Leadership Paradigm Transcend Organizational and National Boundaries? - B M Bass
Culture-Specific and Cross-Culturally Generalizable Implicit Leadership Theories - D N Den Hartog et al
Are Attributes of Charismatic/Transformational Leadership Universally Endorsed?
A Meta-Analysis of the Relationship between Personality Traits and Leadership Perceptions - R G Lord, C L De Vader and G M Allinger
An Application of Validity Generalization Procedures
PART THREE: INNOVATION AND CREATIVITY
The Social Psychology of Creativity - T M Amabile
A Componential Conceptualization
Personal Initiative at Work - M Frese et al
Differences between East and West Germany
Measuring Climate for Work Group Innovation - N R Anderson and M A West
Development and Validation of the Team Climate Inventory
PART FOUR: ORGANIZATION CULTURE, CLIMATE AND PERFORMANCE
A Work-Values Approach to Corporate Culture - B M Meglino, E C Ravlin and C L Adkins
A Field Test of the Value Congruence Process and Its Relationship to Individual Outcomes
Violating the Psychological Contract - S L Robinson and D M Rousseau
Not the Exception but the Nor
Images of a Culture in Transition - J Langan-Fox and P Tan
Personal Constructs of Organizational Stability and Change
Climate Strength - B Schneider, A N Salvaggio and M Subirats
A New Direction for Climate Research
PART FIVE: STRESS, BURNOUT AND ORGANIZATION HEALTH
Job Demands, Job Decision Latitude and Mental Strain - R Karasek
The Measurement of Experienced Burnout - C Maslach and S E Jackson
The Relationship between Coping and Emotion - S Folkman and R S Lazarus
Implications for Theory and Research
The Person-Environment Fit Approach to Stress - J R Edwards and C L Cooper
Feeling Good-Doing Good - J M George and A P Brief
A Conceptual Analysis of Mood at Work-Organizational Spontaneity Relationship
Predicting Employee Life Satisfaction - P M Hart
A Coherent Model of Personality, Work and Non-Work Experiences and Domain Satisfactions
Volume Four
Key Debates and the Future of HRM Globally
PART ONE: THE UTILITY OF HRM REVISITED: ALTERNATIVE PERSPECTIVES
Whither Industrial and Organizational Psychology in a Changing World of Work? - W F Cascio
The Impact of Human Resource Management on Organizational Performance - B Becker and B Gerhart
Progress and Prospects
Best Practice and Best Fit - J Purcell
Chimera or Cul-de-Sac
The Link between the Management of Employees and Patient Mortality in Acute Hospitals - M A West et al
The Romance of Human Resource Management and Business Performance, and the Case for Big Science - T D Wall and S J Wood
PART TWO: HRM AND ORGANIZATION STRATEGY
Linking Competitive Strategies with Human Resource Management Practices - R S Schuler and S E Jackson
Social Identity Theory and the Organization - B E Ashforth and F Mael
Modes of Theorizing in Strategic Human Resource Management - J Delery and H Doty
Tests of Universalistic, Contingency and Configurational Performance Predictions
Issues of Fit in Strategic Human Resource Management - J E Delery
Implications for Research
Human Resources and the Resource-Based View of the Firm - P M Wright, B B Dunford and S A Snell
Strategists and Strategy-Making - T J Watson
Strategic Exchange and the Shaping of Individual Lives and Organizational Futures
PART THREE: THE DEMISE OF PERSONNEL MANAGEMENT AND THE FUTURE OF HRM
From Control to Commitment in the Workplace - R E Walton
'Best Practice' Human Resource Management - M Marchington and I Grugulis
Perfect Opportunity or Dangerous Illusion?
The Changing Role of the Corporate HR Function in Global Organizations of the Twenty-First Century - M M Novicevic and M Harvey
Human Resource Practices, Organizational Climate and Customer Satisfaction - K L Rogg et al
New HR Metrics - R W Beatty, M A Huselid and C E Schneier
Scoring on the Business Scorecard

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