Jörg Korff
Biographic Data
| ID | 6541153 |
|---|---|
| NAME | Jörg Korff |
| GIVEN NAMES | Jörg |
| FAMILY NAME | Korff |
| SIGNATURE | KORFF J |
| AFFILIATIONS | Business School University of Mannheim Mannheim Germany |
| VERIFIED | No |
| TOTAL WORKS | 2 |
| TOTAL CITATIONS | 12 |
| WORKS AS AUTHOR | 2 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2016 |
| LATEST PUBLICATION YEAR | 2016 |
| H-INDEX | 2 |
Differentiating HR systems' impact
Combining the macro perspective of strategic human resource (HR) management with applied psychology's micro approaches, this paper helps to differentiate the effects of HR practices on individual‐level outcomes by introducing two distinct HR practice bundles. We draw on social exchange theory to hypothesize (i) main effects of both growth‐enhancing and maintenance‐enhancing bundles on affective organizational commitment and in‐role behavior and (…
Human resource management systems and work attitudes
This paper examines the role of employees' future time perspective (FTP) in the association between human resource management (HRM) systems and work‐related attitudes. Drawing on social exchange theory, signaling theory, and affective events theory, we hypothesize HRM systems' indirect effects on individual‐level job satisfaction and affective organizational commitment as mediated by FTP. The results of this multilevel study, comprising 913 emplo…
Human resource management systems and work attitudes
This paper examines the role of employees' future time perspective (FTP) in the association between human resource management (HRM) systems and work‐related attitudes. Drawing on social exchange theory, signaling theory, and affective events theory, we hypothesize HRM systems' indirect effects on individual‐level job satisfaction and affective organizational commitment as mediated by FTP. The results of this multilevel study, comprising 913 emplo…
Differentiating HR systems' impact
Combining the macro perspective of strategic human resource (HR) management with applied psychology's micro approaches, this paper helps to differentiate the effects of HR practices on individual‐level outcomes by introducing two distinct HR practice bundles. We draw on social exchange theory to hypothesize (i) main effects of both growth‐enhancing and maintenance‐enhancing bundles on affective organizational commitment and in‐role behavior and (…
Differentiating HR systems' impact
Combining the macro perspective of strategic human resource (HR) management with applied psychology's micro approaches, this paper helps to differentiate the effects of HR practices on individual‐level outcomes by introducing two distinct HR practice bundles. We draw on social exchange theory to hypothesize (i) main effects of both growth‐enhancing and maintenance‐enhancing bundles on affective organizational commitment and in‐role behavior and (…
Human resource management systems and work attitudes
This paper examines the role of employees' future time perspective (FTP) in the association between human resource management (HRM) systems and work‐related attitudes. Drawing on social exchange theory, signaling theory, and affective events theory, we hypothesize HRM systems' indirect effects on individual‐level job satisfaction and affective organizational commitment as mediated by FTP. The results of this multilevel study, comprising 913 emplo…
Computer Science (2 works) · Engineering (2 works) · Human resource management (2 works) · Human resources (2 works) · Knowledge management (2 works) · Management (2 works) · Multilevel model (2 works) · Organizational commitment (2 works) · Perspective (graphical (2 works) · Psychology (2 works)