How to cite this paper
Ismail, A., Abdul-Majid, A & Joarder, M. (2017). Filling up the HRM ‘Black Box’; do creativity and management philosophy matter?.Management Science Letters , 7(4), 163-176.
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Becker, B.E. & Huselid, M.A. (2006). Strategic human resources management: where do we go from here? Journal of Management, 32(6), 898-925
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Binyamin, G., & Carmeli, A. (2010). Does structuring of human resource management processes en-hance employee creativity? The mediating role of psychological availability. Human Resource Man-agement, 49(6), 999-1024.
Boxall, P. & Macky, K. (2014). High-involvement work processes, work intensification and employee well-being. Work, Employment and Society, 28(6), 963–984
Boxall, P. (2012). High performance work systems: What, why, how and for whom?” Asia Pacific Journal of Human Resources, 50(2), 169-186.
Boxall, P., Guthrie, J.P., & Paauwe, J. (2016). Editorial introduction: progressing our understanding of the mediating variables linking HRM, employee well-being and organizational performance. Human Resource Management Journal, Special Issue, 103–111.
Brown, D. M., & Laverick, S. (1994). Measuring corporate performances. Long Range Planning, 27(4), 89-98.
Buller, P. F., & McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharp-ening line of sight. Human Resource Management Review, 22(1), 43-56.
Byron, K., & Khananchi, S. (2012). Rewards and creative performance: A meta-analytic test of theoreti-cally derived hypotheses. Psychological Bulletin, 138, 809-830.
Cardon, M. S., & Stevens, C. E. (2004). Managing human resources in small organizations: What do we know? Human Resource Management Review, 14, 295-323.
Chadwick, C. & Dabu, A. (2009). Human resources, human resource management, and the competitive advantage of firms: toward a more comprehensive model of causal linkages. Organization Science, 20(1), 253-272.
Chadwick, C., Way, S. A., Kerr, G., & Thacker, J. W. (2013). Boundary conditions of the high- invest-ment human resource systems-small-firm labor productivity relationship. Personnel Psychology, 66, 311–343.
Chang, S., Jia, L., Takeuchi, R., & Cai, Y. (2014). Do high-commitment work systems affect creativity? A multilevel combinational approach to employee creativity. Journal of Applied Psychology, 99(4), 665.
Chelliah, S., Sulaiman, M., & Yusoff, Y. M. (2010). Internationalization and performance: Small and medium enterprises (SMEs) in Malaysia. International Journal of Business and Management, 5(6), 27-37.
Choi, J. H., & Lee, K. P. (2013). Effects of employees' perceptions on the relationship between HR practices and firm performance for Korean firms. Personnel Review, 42(5), 573-594.
Choi, J.H. (2014). Who should be the respondent? Comparing predictive powers between managers' and employees' responses in measuring high-performance work systems practices. The International Journal of Human Resource Management, 25(19), 2667-2680.
Chuang, C. H., & Liao, H., (2010). Strategic human resource management in service context: Taking care of business by taking care of employees and customers. Personnel Psychology, 63(1), 153-196.
Coelho, F., Augusto, M., & Lages, L. F. (2011). Contextual factors and the creativity of frontline em-ployees: The mediating effects of role stress and intrinsic motivation. Journal of Retailing, 87(1), 31-45.
Combs, J., Liu, Y., Hall, A., & Ketchen, D. (2006). How much do high‐performance work practices matter? A meta‐analysis of their effects on organizational performance. Personnel psychology, 59(3), 501-528.
Damschroder, L. J., & Lowery, J. C. (2013). Evaluation of a large-scale weight management program us-ing the consolidated framework for implementation research (CFIR). Implementation Science, 8(1), 51.
Datta, D., Guthrie, J. & Wright, P. (2005). HRM and Firm Productivity: Does Industry Matter? Academy of Management Journal, 48(1), 135-146.
Daud, N. (2006). Human resource management practices and firm performance: The moderating roles of strategies and environmental uncertainties. Unpublished PhD thesis, Universiti Sains Malaysia, Pulau Pinang.
Demirbag, M., Collings, D. G., Tatoglu, E., Mellahi, K., & Wood, G. (2014). High Performance Work Systems and Organizational Performance in Emerging Economies: Evidence from MNEs in Turkey. Management International Review, 54(3), 325–359.
Edwards, P., & Wright, M. (2001). High-involvement work systems and performance outcomes: the strength of variable, contingent and context-bound relationships. International Journal of Human Re-source Management, 12(4), 568-585.
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