Jake G Messersmith
Biographic Data
| ID | 10707642 |
|---|---|
| NAME | Jake G Messersmith |
| GIVEN NAMES | Jake G |
| FAMILY NAME | Messersmith |
| SIGNATURE | MESSERSMITH J G |
| AFFILIATIONS | University of Nebraska at Kearney |
| ORCID | 0000-0003-1528-5742 |
| VERIFIED | No |
| TOTAL WORKS | 2 |
| TOTAL CITATIONS | 0 |
| WORKS AS AUTHOR | 2 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2011 |
| LATEST PUBLICATION YEAR | 2013 |
| H-INDEX | 0 |
High-Performance Work Systems and Job Control
This study examines relationships among high-performance work systems (HPWS), job control, employee anxiety, role overload, and turnover intentions. Building on theory that challenges the rhetoric versus reality of HPWS, the authors explore a potential “dark side” of HPWS that suggests that HPWS, which are aimed at creating a competitive advantage for organizations, do so at the expense of workers, thus resulting in negative consequences for indi…
Unlocking the black box
With a growing body of literature linking systems of high-performance work practices to organizational performance outcomes, recent research has pushed for examinations of the underlying mechanisms that enable this connection. In this study, based on a large sample of Welsh public-sector employees, we explored the role of several individual-level attitudinal factors--job satisfaction, organizational commitment, and psychological empowerment--as w…
No prominent works on this page.
Unlocking the black box
With a growing body of literature linking systems of high-performance work practices to organizational performance outcomes, recent research has pushed for examinations of the underlying mechanisms that enable this connection. In this study, based on a large sample of Welsh public-sector employees, we explored the role of several individual-level attitudinal factors--job satisfaction, organizational commitment, and psychological empowerment--as w…
High-Performance Work Systems and Job Control
This study examines relationships among high-performance work systems (HPWS), job control, employee anxiety, role overload, and turnover intentions. Building on theory that challenges the rhetoric versus reality of HPWS, the authors explore a potential “dark side” of HPWS that suggests that HPWS, which are aimed at creating a competitive advantage for organizations, do so at the expense of workers, thus resulting in negative consequences for indi…
Job design (2 works) · Job performance (2 works) · Job satisfaction (2 works) · Job Satisfaction and Organizational Behavior (2 works) · Psychology (2 works) · Social Psychology (2 works) · Work (physics) (2 works) · Work systems (2 works) · Accounting and Organizational Management (1 work) · Affective events theory (1 work)