مدل‌یابی رابطه اقدامات مدیریت منابع انسانی و اثربخشی سازمانی با نقش واسط مشارکت شغلی (مورد مطالعه: کارکنان شرکت عالیس مشهد)

حسنی، محمد و سامری، مریم. (1389). بررسی اثربخشی سازمانی مدارس متوسطه ناحیه یک شهر ارومیه با استفاده از مدل پارسونز. مجله مدیریت فرهنگ سازمانی. شماره21، 201-223.

دفت، ریچارد ال. (1390). مبانی تئوری و طراحی سازمان. ترجمه پارساییان، علی و اعرابی، سیدمحمد. چاپ هفتم. تهران: دفتر پژوهشهای فرهنگی.

Alakoç, B., Z. (2014). Human Resource Management and Its Importance for Today’s Organizations, International Journal of Education and Social Science, 2. 1, 85-94.

Barrena-Martínez, J., López-Fernández, M., & Romero-Fernández, P. M. (2019). Towards a configuration of socially responsible human resource management policies and practices: Findings from an academic consensus. The International Journal of Human Resource Management, 30(17), 2544-2580.

Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2019). Human resource management in public service: Paradoxes, processes, and problems. CQ Press.

Bhatti, K. K., & Qureshi, T. M. (2007). Impact of employee participation on job satisfaction, employee commitment and employee productivity. International review of business research papers, 3(2), 54-68.

Cascio, W., (1989). Managing HR: Productivity, Quality of Work, Life, Profits, second ed. McGraw-Hill, New York.

Chatterjee, S. R., & Nankervis, A. R. (Eds.). (2007). Asian management in transition: Emerging themes. Palgrave Macmillan.

Chaudhuri, M., Kakkar, S., & Shekhar, S. (2013). A study of the effect of HR practices on organisational effectiveness. International Journal of Indian Culture and Business Management, 6(1), 22-32.

Collins, C. J., & Clark, K. D. (2003). Strategic human resource practices, top management team social networks, and firm performance: The role of human resource practices in creating organizational competitive advantage. Academy of Management Journal, 46(6), 740–751.

Collins, C. J., & Smith, K. G. (2006). Knowledge exchange and combination: The role of human resource practices in the performance of high-technology firms. Academy of Management Journal, 49(3), 544–560.

Delery, J. E., & Doty, D. H. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of management Journal, 39(4), 802-835.

Delery, J. E., & Shaw, J. D. (2001). The strategicmanagement of people inwork organizations: Review, synthesis, and extension. In G. R. Ferris (Ed.), Research in personnel and human resources management, 20. (pp. 165–197). Greenwich, CT: JAI Press.

Dessler, G., Sutherland, G., Cole, N. D. (2005). Human Resources Management in Canada. Pearson Education Canada, Toronto.

Dyer, L., & Holder, G. W. (1985). Strategic human resources management and planning. Research in personnel and human resource management, 3(1), 1-30.

Erdil, O., & Gunsel, A. (2007). Relationships between human resource management practices, business strategy fit and firm performance. Journal of Global Strategic Management, 1(1), 97-107

Fitz-enz, J. (2000). ROI of Human Capital: Measuring the Economic Value of Employee Performance. Amacom, Division of American Management Association, New York.

Gittell, J. H., Seidner, R., & Wimbush, J. (2010). A relational model of how high-performance work systems work. Organization science, 21(2), 490-506.

Herman, R. D., & Renz, D. O. (2004). Doing things right: Effectiveness in local nonprofit organizations, a panel study. Public Administration Review, 64(6), 694-704.

Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of management journal, 38(3), 635-672.

Inoue, Y., Funk, D. C., & McDonald, H. (2017). Predicting behavioral loyalty through corporate social responsibility: The mediating role of involvement and commitment. Journal of Business Research, 75, 46-56.

Jackson S. E., Chuang C. H., Harden E. E. and Jiang Y. (2006). Toward developing human resource management systems for knowledge-intensive teamwork, In J. J. Martocchio (Ed. ), Research in personnel and human resources management, 25, 27–70, Oxford, UK: Elsevier

Jackson, S. E., & Schuler, R. S. (1995). Understanding human resource management in the context of organizations and their environments. In J. T. Spence, J. M. Darley, & J. Foss (Eds. ), Annual review of psychology (pp. 237–246).

Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). Strategic HRM: a review and framework. Academy of Management Annuals, 8(1), 1-56.

Jiang,J. , Y. , & Liub Ch. W. (2015). High performance work systems and organizational effectiveness: The mediating role of social capital, Human Resource Management Review, 25, 126–137.

Kanungo, R. (1982). Measurement of Job and Work Involvement. Journal of Applied Psychology, 67(3), 341-349.

Kareem, M. A. (2019). The Impact of Human Resource Development on Organizational Effectiveness: An Empirical Study. Management Dynamics in the Knowledge Economy, 7(1), 29-50.

Kaše, R. , Paauwe, J. , & Zupan, N. (2009). HRM practices, interpersonal relations, and intrafirm knowledge transfer in knowledge-intensive firms: A social network perspective. Human Resource Management, 48(4), 615–639.

Kong, H. (2013). Relationships among work-family supportive supervisors, career competencies, and job involvement. International Journal of Hospitality Management, 33, 304-309.

Leach, D & wall, T. d (nd), (2006). What is empowerment? Institute of work psychology, retrieved august 3.

Lee, H., & Choi, B. (2003). Knowledge management enablers, processes, and organizational performance: An integrative view and empirical examination. Journal of management information systems, 20(1), 179-228.

Lengnick-Hall, M. L., & Lengnick-Hall, C. A. (2003). HRM's role in building relationship networks. Academy of Management Executive, 17(4), 53–63

Minbaeva, D. B. (2005). HRM practices and MNC knowledge transfer, Personal Review, 34(1), 125-144.

Moreland, R., & Myaskovsky, L. (2000). Exploring the performance benefits of group training: Transactive memory or improved communication. Organizational Behavior and Human Decision Processes, 82(1), 117–133.

Morris, S. S., Snell, S. A., & Lepak, D. P. (2005). An architectural approach to managing knowledge stocks and flows: Implications for reinventing the human resource function. In R. Burke, & C. Cooper (Eds.), Reinventing human resources: Challenges and new directions (pp. 57–80). London: Routledge Press.

Nahapiet, J., & Ghoshal, S. (1998). Social capital, intellectual capital, and the organizational advantage. Academy of Management Review, 23, 242–266.

Nankervis, A., Baird, M., Coffey, J., Shields, J. (2014). Human Resource Management: Strategies and Processes, 8th edn. Cengage, Melbourne.

Nankervis, A., Chatterjee, S., Cooke, F., Warner, M. (2013). New Models of HRM in China and India. Routledge, London and New York.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

Rowley, C., Jackson, K. (2013). HRM: The Key Concepts. Routledge, London.

Rowley, C., Warner, M. (2008). Globalizing International Human Resource Management. Routledge, Oxford.

Sattar, T., Ahmad, K., & Hassan, S. M. (2015). Role of human resource practices in employee performance and job satisfaction with mediating effect of employee engagement. Pakistan Economic and Social Review, 81-96.

Schuler, R., Jackson, S. E. (2014). Human resource management and organisational effectiveness: yesterday and today. Journal of Organisational Effectiveness: People and Performance, 1(1), 40-45

Schuler, R. S. (1989). Strategic human resource management and industrial relations, Human Relations, 42(2), 157-184.

Stewart, G. L., & Brown, K. G. (2019). Human resource management. Wiley.

Sun, L. Y., Aryee, S., & Law, K. S. (2005). High-performance human resource practices, citizenship behavior, and organizational performance: A relational perspective. Academy of Management Journal, 50(3), 558–577

Swart, J., & Kinnie, N. (2003). Sharing knowledge in knowledge intensive firms. Human Resource Management Journal, 13(2), 60–75.

Tahsildari, A., & Shahnaei, S. (2015). Enhancing Organizational Effectiveness by Performance Appraisal, Training, Employee Participation, and Job Definition. European Journal of Business and Management, 7(12), 56-63.

Thomas, H., & Qiu, T. (2012). Work-related continuing education and training: participation and effectiveness. Journal of Workplace Learning, 24(3), 157-176.

Uhl-Bien, M., Graen, G., & Scandura, T. (2000). Implications of leader–ember exchange (LMX) for strategic human resource management ystems: Relationships as social capital for competitive advantage. In G. R. Ferris (Ed.), Research in personnel and human resources management, 18. (pp. 137–185).

Wright, P. M., Dunford, B. B., & Snell, S. A. (2001). Human resources and the resource base view of the firm. Journal of Management, 27, 701–721.

Zhong, L., Wayne, S. J., & Liden, R. C. (2016). Job engagement, perceived organizational support, high‐performance human resource practices, and cultural value orientations: A cross‐level investigation. Journal of Organizational Behavior, 37(6), 823-844.

Zopiatis, A., Constanti, P., & Theocharous, A. L. (2014). Job involvement, commitment, satisfaction and turnover: Evidence from hotel employees in Cyprus. Tourism Management, 41, 129-140.