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The Resource-Based View of the Firm, Human Resources, and Human Capital: Progress and Prospects

Journal of management, 2021-09, Vol.47 (7), p.1796-1819

2021

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Pay for (individual) performance: Issues, claims, evidence and the role of sorting effects

Human resource management review, 2014-03, Vol.24 (1), p.41-52

2014

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Pay, Intrinsic Motivation, Extrinsic Motivation, Performance, and Creativity in the Workplace: Revisiting Long-Held Beliefs

Annual review of organizational psychology and organizational behavior, 2015-04, Vol.2 (1), p.489-521

2015

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Does pay for performance diminish intrinsic interest?

International journal of human resource management, 2012-03, Vol.23 (6), p.1176-1196

2012

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RECONSIDERING PAY DISPERSION'S EFFECT ON THE PERFORMANCE OF INTERDEPENDENT WORK: RECONCILING SORTING AND PAY INEQUALITY

Academy of Management journal, 2012-06, Vol.55 (3), p.585-610

2012

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Compensation and performance: A review and recommendations for the future

Personnel psychology, 2023-06, Vol.76 (2), p.687-718

2023

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A Meta-Analysis of Country Differences in the High-Performance Work System-Business Performance Relationship: The Roles of National Culture and Managerial Discretion

Journal of applied psychology, 2014-11, Vol.99 (6), p.1011-1041

2014

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How Much Does National Culture Constrain Organizational Culture?

Management and organization review, 2009-07, Vol.5 (2), p.241-259

Gerhart, Barry

2009

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AGENCY THEORY REVISITED: CEO RETURN AND SHAREHOLDER INTEREST ALIGNMENT

Academy of Management journal, 2010-10, Vol.53 (5), p.1029-1049

2010

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Construct validity, causality, and policy recommendations: The case of high performance work practices systems

Human resource management review, 2012-06, Vol.22 (2), p.157-160

Gerhart, Barry

2012

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Understanding Voluntary Turnover: Path-Specific Job Satisfaction Effects and the Importance of Unsolicited Job Offers

Academy of Management journal, 2008-08, Vol.51 (4), p.651-671

2008

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Understanding Voluntary Turnover: Path-Specific Job Satisfaction Effects and The Importance of Unsolicited Job Offers

Academy of Management journal, 2008-08, Vol.51 (4), p.651-671

2008

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National culture and human resource management: assumptions and evidence

International journal of human resource management, 2005-06, Vol.16 (6), p.971-986

2005

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Human Resources and Business Performance: Findings, Unanswered Questions, and an Alternative Approach

management revu, 2005-01, Vol.16 (2), p.174-185

Gerhart, Barry

2005

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ARE THE 100 BEST BETTER? AN EMPIRICAL INVESTIGATION OF THE RELATIONSHIP BETWEEN BEING A "GREAT PLACE TO WORK" AND FIRM PERFORMANCE

Personnel psychology, 2003-12, Vol.56 (4), p.965-993

2003

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Do Financial Incentives Help or Harm Performance in Interesting Tasks?

Journal of applied psychology, 2022-01, Vol.107 (1), p.153-167

2022

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Voluntary Turnover and Job Performance: Curvilinearity and the Moderating Influences of Salary Growth and Promotions

Journal of applied psychology, 1997-02, Vol.82 (1), p.44-61

1997

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Comparing Line and HR Executives' Perceptions of HR Effectiveness: Services, Roles, and Contributions

Human resource management, 2001-06, Vol.40 (2), p.111-123

2001

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Cross Cultural Management Research: Assumptions, Evidence, and Suggested Directions

International journal of cross cultural management : CCM, 2008-12, Vol.8 (3), p.259-274

Gerhart, Barry

2008

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Voluntary Turnover and Alternative Job Opportunities

Journal of applied psychology, 1990-10, Vol.75 (5), p.467-476

Gerhart, Barry

1990

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Does national culture constrain organization culture and human resource strategy? The role of individual level mechanisms and implications for employee selection

Research in Personnel and Human Resources Management, 2009, Vol.28, p.1-48

2009

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Promise and peril in implementing pay-for-performance

Human resource management, 2004-03, Vol.43 (1), p.3-48

2004

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Commentary on Larkin and Nyberg and Reilly

Handbook of Research on Strategic Human Capital Resources, 2019, p.425-433

2019

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The Impact of Human Resource Management on Organizational Performance: Progress and Prospects

Academy of Management journal, 1996-08, Vol.39 (4), p.779-801

1996

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Review EssayThe growth of international human resource management

International journal of human resource management, 2008-10, Vol.19 (10), p.1989-1994

Gerhart, Barry

2008

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The Resource-Based View of the Firm, Human Resources, and Human Capital: Progress and Prospects

Pay for (individual) performance: Issues, claims, evidence and the role of sorting effects

Pay, Intrinsic Motivation, Extrinsic Motivation, Performance, and Creativity in the Workplace: Revisiting Long-Held Beliefs

Does pay for performance diminish intrinsic interest?

RECONSIDERING PAY DISPERSION'S EFFECT ON THE PERFORMANCE OF INTERDEPENDENT WORK: RECONCILING SORTING AND PAY INEQUALITY

Compensation and performance: A review and recommendations for the future

A Meta-Analysis of Country Differences in the High-Performance Work System-Business Performance Relationship: The Roles of National Culture and Managerial Discretion

How Much Does National Culture Constrain Organizational Culture?

AGENCY THEORY REVISITED: CEO RETURN AND SHAREHOLDER INTEREST ALIGNMENT

Construct validity, causality, and policy recommendations: The case of high performance work practices systems

Understanding Voluntary Turnover: Path-Specific Job Satisfaction Effects and the Importance of Unsolicited Job Offers

Understanding Voluntary Turnover: Path-Specific Job Satisfaction Effects and The Importance of Unsolicited Job Offers

National culture and human resource management: assumptions and evidence

Human Resources and Business Performance: Findings, Unanswered Questions, and an Alternative Approach

ARE THE 100 BEST BETTER? AN EMPIRICAL INVESTIGATION OF THE RELATIONSHIP BETWEEN BEING A "GREAT PLACE TO WORK" AND FIRM PERFORMANCE

Do Financial Incentives Help or Harm Performance in Interesting Tasks?

Voluntary Turnover and Job Performance: Curvilinearity and the Moderating Influences of Salary Growth and Promotions

Comparing Line and HR Executives' Perceptions of HR Effectiveness: Services, Roles, and Contributions

Cross Cultural Management Research: Assumptions, Evidence, and Suggested Directions

Voluntary Turnover and Alternative Job Opportunities

Does national culture constrain organization culture and human resource strategy? The role of individual level mechanisms and implications for employee selection

Promise and peril in implementing pay-for-performance

Commentary on Larkin and Nyberg and Reilly

The Impact of Human Resource Management on Organizational Performance: Progress and Prospects

Review EssayThe growth of international human resource management

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