5,448
Views
3
CrossRef citations to date
0
Altmetric
Introduction

Advancing human resource management scholarship through multilevel modeling

, &

References

  • Behling, O. (1978). Some problems in the philosophy of science of organizations. The Academy of Management Review, 3, 193–201.10.2307/257660
  • Bowen, D. E., & Ostroff, C. (2004). Understanding HRM–firm performance linkages: The role of the “strength” of the HRM system. Academy of Management Review, 29, 203–221.
  • Freedman, L. S., & Schatzkin, A. (1992). Sample size for studying intermediate endpoints within intervention trials or observational studies. American Journal of Epidemiology, 136, 1148–1159.10.1093/oxfordjournals.aje.a116581
  • Guest, D. E. (1997). Human resource management and performance: A review and research agenda. The International Journal of Human Resource Management, 8, 263–276.10.1080/095851997341630
  • Guest, D. E. (2011). Human resource management and performance: Still searching for some answers. Human Resource Management Journal, 21, 3–13.10.1111/j.1748-8583.2010.00164.x
  • Hambrick, D. C. (1994). Top management groups: A conceptual integration and reconsideration of the “team” label. Research in Organizational Behavior, 16, 171–171.
  • Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of Management Journal, 55, 1264–1294.10.5465/amj.2011.0088
  • Jiang, K. F., Takeuchi, R., & Lepak, D. P. (2013). Where do we go from here? New perspectives on the black box in strategic human resource management research. Journal of Management Studies, 50, 1448–1480.10.5465/amj.2011.0088
  • Jensen, J. M., Patel, P. C., & Messersmith, J. G. (2013). High-performance work systems and job control: Consequences for anxiety, role overload, and turnover intentions. Journal of Management, 39, 1699–1724.10.5465/amj.2011.0088
  • Katou, A. A., Budhwar, P. S., & Patel, C. (2014). Content vs. process in the HRM-performance relationship: An empirical examination. Human Resource Management, 53, 527–544.10.1002/hrm.2014.53.issue-4
  • Kehoe, R. R., & Wright, P. (2013). The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of Management, 39, 366–391.10.1177/0149206310365901
  • Kenny, D. A., Kashy, D. A., & Bolger, N. (1998). Data analysis in social psychology. In D. Gilbert, S. T. Fiske, & G. Lindzey (Eds.), Handbook of social psychology (4th ed., Vol. 1, pp. 233–265). New York, NY: McGraw-Hill.
  • Luke, D. A. (2004). Multilevel modeling (3rd ed.). Thousand Oaks, CA: Sage.10.4135/9781412985147
  • Maas, C. J. M., & Hox, J. J. (2006). Sufficient sample sizes for multilevel modelling. Methodology, 1, 86–92.
  • Mathieu, J. E., & Chen, G. (2011). The etiology of the multilevel paradigm in management research. Journal of Management, 37, 610–641.10.1177/0149206310364663
  • Nishii, L. H., & Wright, P. M. (2008). Variability within organizations: Implications for strategic human resource management. In D. B. Smith (Ed.), The people make the place: Dynamic linkages between individuals and organizations (pp. 225–248). New York, NY: Taylor & Francis Group.
  • Osborne, J. W. (2000). Advantages of hierarchical linear modeling. Practical Assessment, Research, and Evaluation, 7, 1–3.
  • Ostroff, C., & Bowen, D. E. (2000). Moving HR to a higher level: HR practices and organizational effectiveness. In K. L. Klein, & S. W. J. Kozlowski (Eds.), Multilevel theory, research, and methods in organizations: Foundations, extensions, and new directions (pp. 211–266). San Francisco, CA: Jossey-Bass.
  • Ployhart, R. E., & Moliterno, T. P. (2011). Emergence of the human capital resource: A multilevel model. Academy of Management Review, 36, 127–150.10.5465/amr.2009.0318
  • Preacher, K. J., Zyphur, M. J., & Zhang, Z. (2010). A general multilevel SEM framework for assessing multilevel mediation. Psychological Methods, 15, 209–233.10.1037/a0020141
  • Raudenbush, S. W., & Bryk, A. S. (2002). Hierarchical linear models: Applications and data analysis methods (2nd ed.). Newbury Park, CA: Sage.
  • Raudenbush, S. W., & Liu, X. (2000). Statistical power and optimal design for multisite randomized trials. Psychological Methods, 5, 199–213.10.1037/1082-989X.5.2.199
  • Rice, N., & Leyland, A. (1996). Multilevel models: Applications to health data. Journal of Health Services Research Policy, 1,154-164.
  • Rosing, K., Frese, M., & Bausch, A. (2011). Explaining the heterogeneity of the leadership-innovation relationship: Ambidextrous leadership. The Leadership Quarterly, 22, 956–974.
  • Rousseau, D. M. (1985). Issues of level in organizational research: Multi-level and cross-level perspectives. Research in organizational behavior, 7(1), 1–37.
  • Rowe, K. J., & Hill, P. W. (1998). Modeling educational effectiveness in classrooms: The use of multi-level structural equations to model students’ progress. Educational Research and Evaluation, 4, 307–347.10.1076/edre.4.4.307.6953
  • Shalley, C. E., Zhou, J., & Oldham, G. R. (2004). The effects of personal and contextual characteristics on creativity: Where should we go from here? Journal of Management, 30, 933–958.10.1016/j.jm.2004.06.007
  • Shen, J. (2016). Multilevel analysis in HRM research using HLM: Principle and application. Human Resource Management, 55, 951–965.
  • Snape, E., & Redman, T. (2010). HRM practices, organizational citizenship behaviour, and performance: A multi-level analysis. Journal of Management Studies, 47, 1219–1247.
  • Snijders, T. A. B., & Bosker, R. J. (2012). Multilevel analysis: An introduction to basic and advanced multilevel modelling (2nd ed.). Los Angeles, CA: Sage.
  • Van De Voorde, K., Paauwe, J., & Van Veldhoven, M. (2012). Employee well-being and the HRM-organizational performance relationship: A review of quantitative studies. International Journal of Management Reviews, 14, 391–407.10.1111/ijmr.2012.14.issue-4
  • Woodman, R. W., Sawyer, J. E., & Griffin, R. W. (1993). Toward a theory of creativity. Academy of Management Review, 18, 293–321.
  • Wright, P., & Bosell, W. R. (2002). Desegregating HRM: A review and synthesis of micro and macro human resource management research. Journal of Management, 28, 247–276.10.1177/014920630202800302
  • Zacher, H., & Wilden, R. G. (2014). A daily diary study on ambidextrous leadership and self-reported employee innovation. Journal of Occupational and Organizational Psychology, 87, 813–820.10.1111/joop.2014.87.issue-4
  • Zheng, Z., Zyphur, M. J., & Preacher, K. J. (2009). Testing multilevel mediation using hierarchical linear models. Organizational Research Methods, 12, 695–719.10.1177/1094428108327450

Reprints and Corporate Permissions

Please note: Selecting permissions does not provide access to the full text of the article, please see our help page How do I view content?

To request a reprint or corporate permissions for this article, please click on the relevant link below:

Academic Permissions

Please note: Selecting permissions does not provide access to the full text of the article, please see our help page How do I view content?

Obtain permissions instantly via Rightslink by clicking on the button below:

If you are unable to obtain permissions via Rightslink, please complete and submit this Permissions form. For more information, please visit our Permissions help page.