The DOI matches its Crossref record; 60 of the 62 references it cites were found in a registry or an index.
Innovative human resource practices and organizational commitment: an empirical investigation
Abstract
In the contemporary business environment, human resource (HR) is an indispensable input for organizational effectiveness. Hence, an effective management of human resources has an important role to play in the performance and success of organizations. Competitive pressures have encouraged organizations to be proactive in diagnosing HR problems and to adopt more innovative HR practices since these were no longer a matter of trend, but rather of survival. The present study attempted to explore the relationship of three dimensions of innovative human resource practices (IHRPs): that is, the extent of introduction of IHRPs, their importance for organizational goal achievement and satisfaction with implementation of IHRPs, with organizational commitment (OC). Regression analyses showed that the perceived extent of introduction of innovative human resource practices by the organizations was the most significant predictor of organizational commitment.
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“this study proves another partial mediation of OP ->AI ->EH AI adoption on the relationship between organizational pressure and effective HRM (H 16 ) (Hmoud, 2021) (b = 0.15; t = 3.98; p = 0.00) as organizational pressure is proven to have a direct impact on effective HRM (H 7 ) (Agarwala, 2003).”
From Exploring the antecedents of AI adoption for effective HRM practices in the Indian pharmaceutical sector (2023) · cites this paper as Agarwala, 2003
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Cites
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Jiang, K., Lepak, D. P., Hu, J. J., & Baer, J. C. (2012) · Academy of Management Journal · doi:10.5465/amj.2011.0088 · Cited by 2,871
“…not include studies that investigated individual-level relationships between employee-perceived HR practices/systems and individual outcomes (e.g., Agarwala, 2003; Barling, Kelloway, & Iverson, 2003) or cross-level relationships between organization-level HR practices and individual-level…”
BackgroundTHE RELATIONSHIP BETWEEN HR PRACTICES AND FIRM PERFORMANCE: EXAMINING CAUSAL ORDER
Wright, P. M., Gardner, T. M., Moynihan, L. M., & Allen, M. (2005) · Personnel Psychology · doi:10.1111/j.1744-6570.2005.00487.x · Cited by 1,086
Lepak, D. P., Liao, H., Chung, Y., & Harden, E. E. (2006) · Research in personnel and human resources management · doi:10.1016/s0742-7301(06)25006-0 · Cited by 1,008
Employee proactivity in organizations: A comparative meta‐analysis of emergent proactive constructs
Thomas, J. P., Whitman, D. S., & Viswesvaran, C. (2010) · Journal of Occupational and Organizational Psychology · doi:10.1348/096317910x502359 · Cited by 678
Jiang, K., Lepak, D. P., Han, K., Hong, Y., Kim, A., & Winkler, A.-L. P. (2011) · Human Resource Management Review · doi:10.1016/j.hrmr.2011.11.005 · Cited by 500
“Agarwala (2003) discussed innovative HR practices which aim to help companies adapt to changes by facilitating innovation through the HRM function.”
Background
Metadata
- Authors
- Agarwala, T.
- Affiliations
- University of Delhi (IN)
- Corresponding author
- Agarwala, Tanuja
- ORCID
- Agarwala, Tanuja
- Venue
- The International Journal of Human Resource Management
- Publisher
- Informa UK Limited
- Published
- 2003-03
- Volume
- 14
- Issue
- 2
- Pages
- 175-197
- ISSN
- 0958-5192 (ISSN-L)
- 1466-4399
- OpenAlex
- W2050266072
- Cited by
- 350
- References
- 62
- Citations by year
- 2026: 3 · 2025: 7 · 2024: 17 · 2023: 22 · 2022: 22 · 2021: 20 · 2020: 24 · 2019: 18 · 2018: 23 · 2017: 17 · 2016: 16 · 2015: 15 · 2014: 19 · 2013: 23 · 2012: 15
- FWCI
- 12.88
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- The International Journal of Human Resource Management (publishedVersion)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Human Resource and Talent Management
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Employee Performance and Management
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Keywords
- organizational commitment, human resource management, organizational effectiveness
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