Citation Context

...ossible mediators that were found to mediate between HPWS and establishment performance in Takeuchi et al. (2007; for more information regarding these mediators and their measurement, please refer to =-=Takeuchi et al., 2007-=-). RIKI TAKEUCHI ET AL. 21 Results from all auxiliary analyses are reported in the Appendix (note that analyses were comparable to Model 3 in Table 3, in that they included control measures, HPWS, and...

Citation Context

...ing of the mechanisms linking HR practices to performance and resulting in calls in the SHRM literature for research attention in this area (e.g., Becker & Gerhart, 1996; Takeuchi, Chen, & Lepak, 2009; Wright & Gardner, 2003). Although a few recent empirical studies have provided support for the claim that high-performance HR practices work most immediately through employee attitudes and behaviors—such as job satisfaction, affective commitment (Gong, Law, Chang, & Xin, 2009; Takeuchi et al., 2009), serviceoriented citizenship behaviors, turnover (Sun, Aryee, & Law, 2007), and social exchange (Takeuchi, Lepak, Wang, & Takeuchi, 2007)—recent theoretical work on the HR–performance causal chain suggest that these studies may oversimplify the relationships between HR practices and employee outcomes (e.g., Bowen & Ostroff, 2004; Nishii & Wright, 2008). In particular, some SHRM scholars have argued that HR practices are likely to have desired consequences on employees’ attitudes and behaviors only to the extent that they are consistently experienced and perceived by employees in intended ways (Bowen & Ostroff, 2004). Furthermore, empirical work has demonstrated that employees’ perceptions of HR practices significantly vary fro...

Citation Context

...tional goals” (p. 672). Scholars have repeatedly called for a better understanding of how HR practices relate to firm performance (e.g., Batt, 2002; B. E. Becker & Huselid, 1998; Delery & Shaw, 2001; =-=Takeuchi, Lepak, Wang, & Takeuchi, 2007-=-). Recently, Collins and Clark (2003) examined network ties as the mediator between network-building HR practices and firm performance. Important employee attributes, such as commitment, have yet to b...

Citation Context

...sfaction and other forms of attitudes and some not very clear [7]. III. HPWS in JAPAN There are few studies regarding HPWS in Japan. While in one of the first kind of such studies like Takeuchi et al =-=[64]-=- adopted 21 items scale of high commitment work practices [65] in the Japanese context. He found positive correlations between HPWS and the collective human capital of the employees and social exchang...

Citation Context

...resource behaviors, and performance.sDifferent from past studies which have tended tosuse general or generic measures of human capital (e.g., Carmeli & Schaubroeck, 2005;sLopez-Cabrales et al., 2006; =-=Takeuchi et al., 2007-=-), this study employs a task specificsmeasure of human capital.sAdditionally, overlapping tenure, which is defined as thesamount of time individuals have worked together is measured.sPrevious measures...

Citation Context

...chen, 2006; Crook, Todd,sCombs, Woehr, & Ketchen, 2011; Huselid, 1995; Lepak, Liao, Chung, & Harden, 2006;sLiao, Toya, Lepak, & Hong, 2009; Messersmith, Patel, & Lepak, 2011; Sun, Aryee, & Law,s2007; =-=Takeuchi, Lepak, Wang, & Takeuchi, 2007-=-; Wright & McMahan, 1992). Although prior SHRM research has examined the influence of HPWS on frontlinesemployees’ service quality (Aryee et al., 2012; Chuang & Liao, 2010; Liao et al., 2009), thissre...

Citation Context

...din, Hemdi and Lye (2008). In sum, the existing literature shows that there is a positive relationship between employee’s perceptions of competency training and affective commitment. Perceived training comprehensiveness and affective commitment: Perceived training comprehensiveness in this study referred to how the employees perceived the overall outlook of the competency training provided by the employers. Based on social exchange standpoint, when an employee perceived training offered as being comprehensive in nature, he may interpret it as an expression of commitment from the organization (Takeuchi et al. 2007). This would make the individual felt that he was important to the organization’s overall success (Takeuchi et al. 2007). Aguinis and Kraiger (2009) claimed that the comprehensiveness of training offered could mean how much the organization cared about the employee. Thus, social exchange theory would suggest that the individual would reciprocate. Ehrhardtet al. (2011) pointed out that the relationship between the comprehensiveness of training offered and organizational commitment had received limited attention in previous studies. Earlier study by Whitener (2001) reported a weak non-significan...

Citation Context

...erconnected human resource (HR) practices that involvesselective staffing, extensive training and development, developmentalsperformance appraisal, competitive compensation, flexible job assignmentss(=-=Takeuchi, Lepak, Wang, & Takeuchi, 2007-=-). Prior research suggests thatsthese practices increase employees’ knowledge, skills, and abilities (Delerys& Shaw, 2001) and the result is greater job satisfaction, enhancedscommitment, lower employ...