How to cite this paper
Rasouli, R., Mooghali, A., Mousavi, M & Rashidi, M. (2013). Designing and explaining the model of knowledge workers’ retention with emphasis on HRM practices.Management Science Letters , 3(4), 1145-1154.
Refrences
Appelbaum, E., Bailey, T., & Berg, P. (2000), Manufacturing Advantage: Why High-Performance Systems
Pay Off, Ithaca: ILR Press.
Armstrong, G. (1999). Institute for personnel and Development, United kingdom.
Barnard, M. E., & Rodgers, R. A. (2000). How are internally oriented HRM policies related to highperformance
work practices? Evidence from Singapore.International Journal of Human Resource
Management, 11(6), 1017-1046.
Briscoe, D. (2008). 10. Talent management and the global learning organization. Smart Talent
Management: Building Knowledge Assets for Competitive Advantage, 195.
Chang, E. (2005). Employees’ overall perception of HRM effectiveness. Human Relations, 58(4),
523-544.
Chew, J. C. L. (2004). The influence of human resource management practices on the retention of
core employees of Australian organisations: An empirical study (Doctoral dissertation, Murdoch
University).
Farah, A. (2011). The role of human, social and organizational capital in the interconnections
between knowledge workers & apos; perception in HR practices and, their organizational commitment
and job satisfaction (Doctoral dissertation, University of Bath)
Gerhart, B. (2005). Human resources and business performance: Findings, unanswered questions, and
an alternative approach. Management Revue, 16(2), 174-185.
Giauque, D., Resenterra, F., & Siggen, M. (2010). The relationship between HRM practices and organizational
commitment of knowledge workers. Facts obtained from Swiss SMEs. Human Resource Development
International, 13(2), 185–205.
Hooman, H.A. (2009). Structural Equation Modeling and software application, Tehran: SAMT
publication.
Hunt, J. G., Osborn, R. N., & Martin, H. J. (1981). A multiple influence model of leadership
(Technical report no. 520). Alexandria, Virginia: U.S. Army Research Institute for the Behavioral
and Social Sciences.
Innocenti, L., Pilati, M., & Peluso, A. M. (2011). Trust as moderator in the relationship between
HRM practices and employee attitudes. Human Resource Management Journal, 21(3), 303-317.
Lee, T.H., Gerhart, B., Weller, I., & Trevor, C.O. (2008). Understanding voluntary turnover: Pathspecific
job satisfaction effects and the importance of unsolicited job offers. Academy of
Management Journal, 51(4), 651-671.
Linz, S. J. (2003). Job satisfaction among Russian workers. International Journal of Manpower,
24(6), 626-652.
Macky, K., & Boxall, P. (2007), The relationship between ‘high-performance work practices’ and
employee attitudes: an investigation of additive and interaction effects, The international Journal
of Human Resource Management, 18(4), 537-567.
March, J.G., & Simon, H.A. (1958). Organizations. New York: John Wiley and Sons.
Martin, M. J. (2011), Influence of human resource practices on employee intention to quit,
Unpublished doctoral dissertation, Faculty of Virginia Polytechnic Institute and State University.
Meyer, J.P., Allen, N.J., & Smith, C.A. (1993). Commitment to the organizations and occupations:
Extension and test of three-component conceptualization. Journal of Applied Psychology, 78, 538–
51.
Meyer, J., & Smith, C.A. (2000). HRM practices and organizational commitment: test of a mediation
model. Canadian Journal of Administrative Sciences, 17 (4), 319-331.
Mobley, W.H. (1977). Intermediate linkages in the relationship between job satisfaction and
employee turnover, Journal of Applied Psychology, 62(2), 237-240.
Mobley, W.H., Griffeth, R.W., Hand, H.H., & Meglino, B.M. (1979). Review and conceptual
analysis of the employee turnover process. Psychological Bulletin, 86(3), 493-522.
Mobley, W.H., Horner, S.O., & Hollingsworth, A.T. (1978). An evaluation of precursors of hospital employee
turnover. Journal of Applied Psychology, 63(4), 408-414.
Mudor, H., & Tooksoon, P. (2011). Conceptual framework on the relationship between human
resource management practices, job satisfaction, and turnover.Journal of Economics and
Behavioral Studies, 2(2), 41-49.
Nonaka, I., Toyama, R., & Nagata, A. (2000). A firm as a knowledge-creating entity: a new
perspective on the theory of the firm. Industrial and corporate change, 9(1), 1-20.
Purcell, J., Kinnie, N., Hutchinson, S., Rayton, B., & Swart, J. (2003). Understanding the People and
Performance Link: Unlocking the black box, London: Chartered Institute of Personnel and Development.
Purcell, J., Kinnie, N., Swart, J., Rayton, B., & Hutchinson, S. (2009). People Management and Performance,
London: Routledge.
Rezaeian, A. (2001). Management of Organizational Behavior, Tehran: SAMT publication.
Seifert, R., & Tegg, V. (1998). Management development in the British and Irish civil
services. Journal of Management Development, 17(9), 686-698.
Sarmad, Z., Bazargan, A., & Hejazi, E. (2009). Research Methods in Behavioral Sciences, Tehran:
Agah Publication.
Sekaran, U. (2011). Research methods in management (Sabeai and Shirazi, Translators), Tehran:
Center for Public Management.
Tzafrir, S. S. & Gur, A. B. A. (2007). HRM Practices and Perceived Service Quality: The Role of
Trust as a Mediator, Research and Practice in Human Resource Management, 15(2), 1-20.
Whitener, E. M. (2001). Do "high commitment" human resource practices affect employee
commitment? A cross-level analysis using hierarchical linear modeling. Journal of Management,
27 (5), 515-535.
Pay Off, Ithaca: ILR Press.
Armstrong, G. (1999). Institute for personnel and Development, United kingdom.
Barnard, M. E., & Rodgers, R. A. (2000). How are internally oriented HRM policies related to highperformance
work practices? Evidence from Singapore.International Journal of Human Resource
Management, 11(6), 1017-1046.
Briscoe, D. (2008). 10. Talent management and the global learning organization. Smart Talent
Management: Building Knowledge Assets for Competitive Advantage, 195.
Chang, E. (2005). Employees’ overall perception of HRM effectiveness. Human Relations, 58(4),
523-544.
Chew, J. C. L. (2004). The influence of human resource management practices on the retention of
core employees of Australian organisations: An empirical study (Doctoral dissertation, Murdoch
University).
Farah, A. (2011). The role of human, social and organizational capital in the interconnections
between knowledge workers & apos; perception in HR practices and, their organizational commitment
and job satisfaction (Doctoral dissertation, University of Bath)
Gerhart, B. (2005). Human resources and business performance: Findings, unanswered questions, and
an alternative approach. Management Revue, 16(2), 174-185.
Giauque, D., Resenterra, F., & Siggen, M. (2010). The relationship between HRM practices and organizational
commitment of knowledge workers. Facts obtained from Swiss SMEs. Human Resource Development
International, 13(2), 185–205.
Hooman, H.A. (2009). Structural Equation Modeling and software application, Tehran: SAMT
publication.
Hunt, J. G., Osborn, R. N., & Martin, H. J. (1981). A multiple influence model of leadership
(Technical report no. 520). Alexandria, Virginia: U.S. Army Research Institute for the Behavioral
and Social Sciences.
Innocenti, L., Pilati, M., & Peluso, A. M. (2011). Trust as moderator in the relationship between
HRM practices and employee attitudes. Human Resource Management Journal, 21(3), 303-317.
Lee, T.H., Gerhart, B., Weller, I., & Trevor, C.O. (2008). Understanding voluntary turnover: Pathspecific
job satisfaction effects and the importance of unsolicited job offers. Academy of
Management Journal, 51(4), 651-671.
Linz, S. J. (2003). Job satisfaction among Russian workers. International Journal of Manpower,
24(6), 626-652.
Macky, K., & Boxall, P. (2007), The relationship between ‘high-performance work practices’ and
employee attitudes: an investigation of additive and interaction effects, The international Journal
of Human Resource Management, 18(4), 537-567.
March, J.G., & Simon, H.A. (1958). Organizations. New York: John Wiley and Sons.
Martin, M. J. (2011), Influence of human resource practices on employee intention to quit,
Unpublished doctoral dissertation, Faculty of Virginia Polytechnic Institute and State University.
Meyer, J.P., Allen, N.J., & Smith, C.A. (1993). Commitment to the organizations and occupations:
Extension and test of three-component conceptualization. Journal of Applied Psychology, 78, 538–
51.
Meyer, J., & Smith, C.A. (2000). HRM practices and organizational commitment: test of a mediation
model. Canadian Journal of Administrative Sciences, 17 (4), 319-331.
Mobley, W.H. (1977). Intermediate linkages in the relationship between job satisfaction and
employee turnover, Journal of Applied Psychology, 62(2), 237-240.
Mobley, W.H., Griffeth, R.W., Hand, H.H., & Meglino, B.M. (1979). Review and conceptual
analysis of the employee turnover process. Psychological Bulletin, 86(3), 493-522.
Mobley, W.H., Horner, S.O., & Hollingsworth, A.T. (1978). An evaluation of precursors of hospital employee
turnover. Journal of Applied Psychology, 63(4), 408-414.
Mudor, H., & Tooksoon, P. (2011). Conceptual framework on the relationship between human
resource management practices, job satisfaction, and turnover.Journal of Economics and
Behavioral Studies, 2(2), 41-49.
Nonaka, I., Toyama, R., & Nagata, A. (2000). A firm as a knowledge-creating entity: a new
perspective on the theory of the firm. Industrial and corporate change, 9(1), 1-20.
Purcell, J., Kinnie, N., Hutchinson, S., Rayton, B., & Swart, J. (2003). Understanding the People and
Performance Link: Unlocking the black box, London: Chartered Institute of Personnel and Development.
Purcell, J., Kinnie, N., Swart, J., Rayton, B., & Hutchinson, S. (2009). People Management and Performance,
London: Routledge.
Rezaeian, A. (2001). Management of Organizational Behavior, Tehran: SAMT publication.
Seifert, R., & Tegg, V. (1998). Management development in the British and Irish civil
services. Journal of Management Development, 17(9), 686-698.
Sarmad, Z., Bazargan, A., & Hejazi, E. (2009). Research Methods in Behavioral Sciences, Tehran:
Agah Publication.
Sekaran, U. (2011). Research methods in management (Sabeai and Shirazi, Translators), Tehran:
Center for Public Management.
Tzafrir, S. S. & Gur, A. B. A. (2007). HRM Practices and Perceived Service Quality: The Role of
Trust as a Mediator, Research and Practice in Human Resource Management, 15(2), 1-20.
Whitener, E. M. (2001). Do "high commitment" human resource practices affect employee
commitment? A cross-level analysis using hierarchical linear modeling. Journal of Management,
27 (5), 515-535.