The DOI matches its Crossref record; 7 of the 7 references it cites were found in a registry or an index.
ARE THE 100 BEST BETTER? AN EMPIRICAL INVESTIGATION OF THE RELATIONSHIP BETWEEN BEING A “GREAT PLACE TO WORK” AND FIRM PERFORMANCE
Abstract
We argue that positive employee relations effectively serves as an intangible and enduring asset, and may, therefore, be a source of sustained competitive advantage at the firm level. We survey a number of measures of firm‐level performance and conceptualize how each measure is likely to be affected by highly positive firm‐level employee relations. We then empirically investigate whether positive employee relations is related to firm performance, focusing on publicly traded firms included in the “100 Best Companies to Work for in America.” The relative performance of these “Best Companies” is examined via comparisons to both companies in the broad market and a group of matched firms. Our analyses suggest that companies on the 100 Best list enjoy not only stable and highly positive workforce attitudes, but also performance advantages over the broad market, and in some cases, over the matched group.
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Cites
Firm Resources and Sustained Competitive Advantage
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The job satisfaction–job performance relationship: A qualitative and quantitative review.
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Glick, W. H. (1985) · The Academy of Management Review · doi:10.5465/amr.1985.4279045 · Cited by 1,286
Group Size, ICC Values, and Group-Level Correlations: A Simulation
Bliese, P. D. (1998) · Organizational Research Methods · doi:10.1177/109442819814001 · Cited by 636
Cited by
Human resource management and employee well-being: towards a new analytic framework
Guest, D. E. (2017) · Human Resource Management Journal · doi:10.1111/1748-8583.12139 · Cited by 1,362
Front‐line managers as agents in the HRM‐performance causal chain: theory, analysis and evidence
Purcell, J., & Hutchinson, S. (2007) · Human Resource Management Journal · doi:10.1111/j.1748-8583.2007.00022.x · Cited by 928
(2006) · eCommons (Cornell University) · Cited by 437
Satisfaction with HR practices and commitment to the organisation: why one size does not fit all
Kinnie, N., Hutchinson, S., Purcell, J., Rayton, B., & Swart, J. (2005) · Human Resource Management Journal · doi:10.1111/j.1748-8583.2005.tb00293.x · Cited by 343
Certifications and Reputation: Determining the Standard of Desirability Amidst Uncertainty
Graffin, S. D., & Ward, A. J. (2010) · Organization Science · doi:10.1287/orsc.1080.0400 · Cited by 158
Metadata
- Authors
- FULMER, I. S., GERHART, B., & SCOTT, K. S.
- Venue
- Personnel Psychology
- Publisher
- Wiley
- Published
- 2003-12
- Volume
- 56
- Issue
- 4
- Pages
- 965-993
- ISSN
- 0031-5826 (ISSN-L)
- 1744-6570
- OpenAlex
- W2136263386
- Cited by
- 470
- References
- 7
- FWCI
- 25.29
- Type
- journal article
- Language
- en
- Open access
- closed
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- CoChat. (2026). Citation check: ARE THE 100 BEST BETTER? AN EMPIRICAL INVESTIGATION OF THE RELATIONSHIP BETWEEN BEING A “GREAT PLACE TO WORK” AND FIRM PERFORMANCE. https://app.cochat.ai/papers/10.1111/j.1744-6570.2003.tb00246.x
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- FULMER, I. S., GERHART, B., & SCOTT, K. S. (2003). ARE THE 100 BEST BETTER? AN EMPIRICAL INVESTIGATION OF THE RELATIONSHIP BETWEEN BEING A “GREAT PLACE TO WORK” AND FIRM PERFORMANCE. Personnel Psychology. https://doi.org/10.1111/j.1744-6570.2003.tb00246.x
Data sources
Bibliographic data: Semantic Scholar, OpenAlex, Crossref.
Contains information from the Semantic Scholar Academic Graph Datasets, made available under the ODC Attribution License (ODC-BY 1.0).
Semantic Scholar’s data is described in: Kinney, R., et al. (2023). The Semantic Scholar Open Data Platform. arXiv:2301.10140.
