How to cite this paper
Qablan, N & Farmanesh, P. (2019). Do organizational commitment and perceived discrimination matter? Effect of SR-HRM characteristics on employee's turnover intentions.Management Science Letters , 9(7), 1105-1118.
Refrences
Aguilera, R. V., Rupp, D. E., Williams, C. A., & Ganapathi, J. (2007). Putting the S back in corporate social responsibility: A multilevel theory of social change in organizations. Academy of management review, 32(3), 836-863.
Allen, T. D. (2001). Family-supportive work environments: The role of organizational percep-tions. Journal of vocational behavior, 58(3), 414-435.
Aryee, S., Chu, C. W., Kim, T. Y., & Ryu, S. (2013). Family-supportive work environment and em-ployee work behaviors: An investigation of mediating mechanisms. Journal of Management, 39(3), 792-813.
Bagraim, J. (2007). Family-friendly human resource practices and organisational commit-ment. Management Dynamics: Journal of the Southern African Institute for Management Scien-tists, 16(4), 2-10.
Blau, P. M. (1964). Exchange and power in social life. New York: Wiley.
Bowen, D. E., & Ostroff, C. (2004). Understanding HRM–firm performance linkages: The role of the “strength” of the HRM system. Academy of management review, 29(2), 203-221.
Bowen, H.R. (1953). Social Responsibilities of the Business. New York: Harper & Row.
Boxall, P., & Macky, K. (2009). Research and theory on high‐performance work systems: progressing the high‐involvement stream. Human resource management journal, 19(1), 3-23.
Chiu, W.C.K., & Ng, C.W. (1999). Women-Friendly HRM and Organisational Commitment: A Study among Women and Men of Organisations in Hong Kong. Journal of Occupational and Organisa-tional Psychology, 72, 485–502.
Cho, Y., Kim, N., Lee, M. M., Lim, J. H., Han, H., & Park, H. Y. (2015). South Korean women lead-ers’ struggles for a work and family balance. Human Resource Development International, 18(5), 521-537.
Chun, H., Doyal, L., Payne, S., Cho, S. I., & Kim, I. H. (2006). Understanding women, health, and so-cial change: the case of South Korea. International Journal of Health Services, 36(3), 575-592.
Combs, J., Liu, Y., Hall, A., & Ketchen, D. (2006). How much do high-work performance practices matter? A meta-analysis of their effects on organizational performance. Personnel Psychology, 59, 501–528.
Cooke, F. L., & Saini, D. S. (2010). Diversity management in India: a study of organizations in differ-ent ownership forms and industrial sectors. Human Resource Management: Published in Coopera-tion with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 49(3), 477-500.
Daly, K., Ashbourne, L., & Hawkins, L. (2008). Work-life issues for fathers. In K. Korabik, D. S. Lero, & D. L. Whitehead (Eds.), Handbook of work-family integration (pp. 249–264). London, Academic Press.
Delaney, J. T., & Huselid, M. A. (1996). The impact of human resource management practices on per-ceptions of organizational performance. Academy of Management journal, 39(4), 949-969.
Du, S., Bhattacharya, C. B., & Sen, S. (2015). Corporate social responsibility, multi-faceted job-products, and employee outcomes. Journal of Business Ethics, 131(2), 319-335.
Ely, R., Stone, P., & Ammerman, C. (2014). Rethink what you “know” about high-achieving women. Harvard Business Review, 92(12), 101– 109.
Ensher, E. A., Grant-Vallone, E. J., & Donaldson, S. I. (2001). Effects of perceived discrimination on job satisfaction, organizational commitment, organizational citizenship behavior, and grievances. Human Resource Development Quarterly, 12(1), 53-72.
Farooq, O., Payaud, M., Merunka, D., & Valette-Florence, P. (2014). The impact of corporate social re-sponsibility on organizational commitment: Exploring multiple mediation mechanisms. Journal of Business Ethics, 125(4), 563-580.
Fischer, A. R., & Holz, K. B. (2010). Testing a model of women's personal sense of justice, control, well-being, and distress in the context of sexist discrimination. Psychology of Women Quarterly, 34(3), 297–310.
Foley, S., Hang-Yue, N., & Wong, A. (2005). Perceptions of discrimination and justice: Are there gen-der differences in outcomes?. Group & Organization Management, 30(4), 421-450.
Gerstner, C., & Day, D. (1997). Meta-analytic review of leader-member exchange theory: Correlates and construct issues. Journal of Applied Psychology, 82(6), 827–844.
Gilbert, J. A., Stead, B. A., & Ivancevich, J. M. (1999). Diversity management: A new organizational paradigm. Journal of Business Ethics, 21(1), 61-76.
Greenwood, M. (2013). Ethical analyses of HRM: A review and research agenda. Journal of Business Ethics, 114(2), 355-366.
Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26, 463–488.
Grover, S. L., & Crooker, K. J. (1995). Who appreciates family‐responsive human resource policies: The impact of family‐friendly policies on the organizational attachment of parents and non‐parents. Personnel psychology, 48(2), 271-288.
Grzywacz, J., & Carlson, D. (2007). Conceptualizing work-family balance: Implications for practice and research. Advances in Developing Human Resources, 9(4), 455–471.
Haar, J. M., & Spell, C. S. (2004). Programme knowledge and value of work-family practices and or-ganizational commitment. The International Journal of Human Resource Management, 15(6), 1040-1055.
Halpern, D. F. (2005). How time‐flexible work policies can reduce stress, improve health, and save money. Stress and health, 21(3), 157-168.
Hannon, J. M., & Milkovich, G. T. (1996). The effect of human resource reputation signals on share prices: An event study. Human Resource Management, 35(3), 405-424.
Hatzenbuehler, M. L., Nolen-Hoeksema, S., & Dovidio, J. (2009). How does stigma “get under the skin”?: The mediating role of emotion regulation. Psychological Science, 20(10), 1282–1289.
Hearn, J., Lämsä, A., Biese, I., Heikkinen, S., Louvrier, J., Niemist€o, C.,Koskinen, P. (2015). Opening up new opportunities for gender equality work. Helsinki: Edita Publishing (Hanken School of Eco-nomics Research Reports 76).
Hendry, C. (1995). Human resource management: A strategic approach to employment. London, UK: Routledge.
Hendry, C. (2003). Applying employment systems theory to the analysis of national models of HRM. The International Journal of Human Resource Management, 14(8), 1430-1442.
Hill, G. C. (2009). The effect of frequent managerial turnover on organizational performance: A study of professional baseball managers. The Social Science Journal, 46(3), 557–570.
Hofman, P. S., & Newman, A. (2014). The impact of perceived corporate social responsibility on organ-izational commitment and the moderating role of collectivism and masculinity: Evidence from Chi-na. The International Journal of Human Resource Management, 25(5), 631-652.
Iverson, R. D., & Buttigieg, D. M. (1999). Affective, normative and continuance commitment: can the ‘right kind’of commitment be managed?. Journal of management studies, 36(3), 307-333.
Jamali, D. R., El Dirani, A. M., & Harwood, I. A. (2015). Exploring human resource management roles in corporate social responsibility: the CSR-HRM co-creation model. Business Ethics: A European Review, 24(2), 125-143.
Jawahar, I. M., & Hemmasi, P. (2006). Perceived organizational support for women’s advancement and turnover intentions: The mediating role of job and employer satisfaction. Women in Management Re-view, 21(8), 643–661.
Ji, H., Ehrlich, L. I., Seita, J., Murakami, P., Doi, A., Lindau, P., ... & Rossi, D. J. (2010). Comprehen-sive methylome map of lineage commitment from haematopoietic progenitors. Nature, 467(7313), 338.
Jiang, K., Liu, D., McKay, P. F., Lee, T. W., & Mitchell, T. R. (2012). When and how is job embed-dedness predictive of turnover? A meta-analytic investigation. Journal of Applied Psychology, 97(5), 1077–1096.
Johnston, M. W., Griffeth, R. W., Burton, S., & Carson, P. P. (1993). An exploratory investigation into the relationships between promotion and turnover: A quasiexperimental longitudinal study. Journal of Management, 19, 33–49.
Jyrkinen, M., & McKie, L. (2012). Gender, age and ageism: experiences of women managers in Finland and Scotland. Work, Employment and Society, 26(1), 61–77.
Kessler, R. C., Berglund, P., Demler, O., Jin, R., Merikangas, K. R., & Walters, E. E. (2005). Lifetime prevalence and age-of-onset distributions of DSM-IV disorders in the National Comorbidity Survey Replication. Achieves of General Psychiatry, 62(6), 593–602.
Kim, E., & Park, H. (2018, August). Perceived gender discrimination, belief in a just world, self-esteem, and depression in Korean working women: A moderated mediation model. In Women's Studies International Forum (Vol. 69, pp. 143-150). Pergamon.
Kim, N. H., & McLean, G. N. (2008). Stability and dominance in career success orientation in South Korean employees. Human Resource Development International, 11(1), 19 34.
Kim, S., & Shin, D. (2014). Gender discrimination at Korean workplace. Korean Journal of Sociology, 48(4), 91–125.
Kira, I. A., Shuwiekh, H., & Bujold-Bugeaud, M. (2017). Toward identifying the etiologies of gender differences in authoritarianism and mental health: An Egyptian study. Peace and Conflict: Journal of Peace Psychology, 23(2), 183.
Klonoff, E. A., Landrine, H., & Ullman, J. B. (1999). Racial discrimination and psychiatric symptoms among Blacks. Cultural Diversity and Ethnic Minority Psychology, 5(4), 329–339.
Korea Women's Department Institute, 2016
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Lämsä, A.-M., & Piilola, A. (2015). Women’s leadership in Finland: The meaning of motherhood as re-lated to leadership for women managers. In S. Madsen, F. W. Ngunjiri, K. Longman, & C. Cherrey (Eds.), Women and leadership around the world (pp. 87–105). Charlotte, NC: Information Age Pub-lishing.
Lämsä, A.-M., & Savela, T. (2014). The effect of an MBA on the development of women’s manage-ment competencies: A gender viewpoint. Baltic Journal of Management, 9(2), 213–230.
Lämsä, A. M., Heikkinen, S., Smith, M., & Tornikoski, C. (2017). The expatriate’s family as a stake-holder of the firm: a responsibility viewpoint. The International Journal of Human Resource Man-agement, 28(20), 2916-2935.
Lämsä, A. M., Heikkinen, S., Smith, M., & Tornikoski, C. (2017). The expatriate’s family as a stake-holder of the firm: a responsibility viewpoint. The International Journal of Human Resource Man-agement, 28(20), 2916-2935.
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Allen, T. D. (2001). Family-supportive work environments: The role of organizational percep-tions. Journal of vocational behavior, 58(3), 414-435.
Aryee, S., Chu, C. W., Kim, T. Y., & Ryu, S. (2013). Family-supportive work environment and em-ployee work behaviors: An investigation of mediating mechanisms. Journal of Management, 39(3), 792-813.
Bagraim, J. (2007). Family-friendly human resource practices and organisational commit-ment. Management Dynamics: Journal of the Southern African Institute for Management Scien-tists, 16(4), 2-10.
Blau, P. M. (1964). Exchange and power in social life. New York: Wiley.
Bowen, D. E., & Ostroff, C. (2004). Understanding HRM–firm performance linkages: The role of the “strength” of the HRM system. Academy of management review, 29(2), 203-221.
Bowen, H.R. (1953). Social Responsibilities of the Business. New York: Harper & Row.
Boxall, P., & Macky, K. (2009). Research and theory on high‐performance work systems: progressing the high‐involvement stream. Human resource management journal, 19(1), 3-23.
Chiu, W.C.K., & Ng, C.W. (1999). Women-Friendly HRM and Organisational Commitment: A Study among Women and Men of Organisations in Hong Kong. Journal of Occupational and Organisa-tional Psychology, 72, 485–502.
Cho, Y., Kim, N., Lee, M. M., Lim, J. H., Han, H., & Park, H. Y. (2015). South Korean women lead-ers’ struggles for a work and family balance. Human Resource Development International, 18(5), 521-537.
Chun, H., Doyal, L., Payne, S., Cho, S. I., & Kim, I. H. (2006). Understanding women, health, and so-cial change: the case of South Korea. International Journal of Health Services, 36(3), 575-592.
Combs, J., Liu, Y., Hall, A., & Ketchen, D. (2006). How much do high-work performance practices matter? A meta-analysis of their effects on organizational performance. Personnel Psychology, 59, 501–528.
Cooke, F. L., & Saini, D. S. (2010). Diversity management in India: a study of organizations in differ-ent ownership forms and industrial sectors. Human Resource Management: Published in Coopera-tion with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 49(3), 477-500.
Daly, K., Ashbourne, L., & Hawkins, L. (2008). Work-life issues for fathers. In K. Korabik, D. S. Lero, & D. L. Whitehead (Eds.), Handbook of work-family integration (pp. 249–264). London, Academic Press.
Delaney, J. T., & Huselid, M. A. (1996). The impact of human resource management practices on per-ceptions of organizational performance. Academy of Management journal, 39(4), 949-969.
Du, S., Bhattacharya, C. B., & Sen, S. (2015). Corporate social responsibility, multi-faceted job-products, and employee outcomes. Journal of Business Ethics, 131(2), 319-335.
Ely, R., Stone, P., & Ammerman, C. (2014). Rethink what you “know” about high-achieving women. Harvard Business Review, 92(12), 101– 109.
Ensher, E. A., Grant-Vallone, E. J., & Donaldson, S. I. (2001). Effects of perceived discrimination on job satisfaction, organizational commitment, organizational citizenship behavior, and grievances. Human Resource Development Quarterly, 12(1), 53-72.
Farooq, O., Payaud, M., Merunka, D., & Valette-Florence, P. (2014). The impact of corporate social re-sponsibility on organizational commitment: Exploring multiple mediation mechanisms. Journal of Business Ethics, 125(4), 563-580.
Fischer, A. R., & Holz, K. B. (2010). Testing a model of women's personal sense of justice, control, well-being, and distress in the context of sexist discrimination. Psychology of Women Quarterly, 34(3), 297–310.
Foley, S., Hang-Yue, N., & Wong, A. (2005). Perceptions of discrimination and justice: Are there gen-der differences in outcomes?. Group & Organization Management, 30(4), 421-450.
Gerstner, C., & Day, D. (1997). Meta-analytic review of leader-member exchange theory: Correlates and construct issues. Journal of Applied Psychology, 82(6), 827–844.
Gilbert, J. A., Stead, B. A., & Ivancevich, J. M. (1999). Diversity management: A new organizational paradigm. Journal of Business Ethics, 21(1), 61-76.
Greenwood, M. (2013). Ethical analyses of HRM: A review and research agenda. Journal of Business Ethics, 114(2), 355-366.
Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26, 463–488.
Grover, S. L., & Crooker, K. J. (1995). Who appreciates family‐responsive human resource policies: The impact of family‐friendly policies on the organizational attachment of parents and non‐parents. Personnel psychology, 48(2), 271-288.
Grzywacz, J., & Carlson, D. (2007). Conceptualizing work-family balance: Implications for practice and research. Advances in Developing Human Resources, 9(4), 455–471.
Haar, J. M., & Spell, C. S. (2004). Programme knowledge and value of work-family practices and or-ganizational commitment. The International Journal of Human Resource Management, 15(6), 1040-1055.
Halpern, D. F. (2005). How time‐flexible work policies can reduce stress, improve health, and save money. Stress and health, 21(3), 157-168.
Hannon, J. M., & Milkovich, G. T. (1996). The effect of human resource reputation signals on share prices: An event study. Human Resource Management, 35(3), 405-424.
Hatzenbuehler, M. L., Nolen-Hoeksema, S., & Dovidio, J. (2009). How does stigma “get under the skin”?: The mediating role of emotion regulation. Psychological Science, 20(10), 1282–1289.
Hearn, J., Lämsä, A., Biese, I., Heikkinen, S., Louvrier, J., Niemist€o, C.,Koskinen, P. (2015). Opening up new opportunities for gender equality work. Helsinki: Edita Publishing (Hanken School of Eco-nomics Research Reports 76).
Hendry, C. (1995). Human resource management: A strategic approach to employment. London, UK: Routledge.
Hendry, C. (2003). Applying employment systems theory to the analysis of national models of HRM. The International Journal of Human Resource Management, 14(8), 1430-1442.
Hill, G. C. (2009). The effect of frequent managerial turnover on organizational performance: A study of professional baseball managers. The Social Science Journal, 46(3), 557–570.
Hofman, P. S., & Newman, A. (2014). The impact of perceived corporate social responsibility on organ-izational commitment and the moderating role of collectivism and masculinity: Evidence from Chi-na. The International Journal of Human Resource Management, 25(5), 631-652.
Iverson, R. D., & Buttigieg, D. M. (1999). Affective, normative and continuance commitment: can the ‘right kind’of commitment be managed?. Journal of management studies, 36(3), 307-333.
Jamali, D. R., El Dirani, A. M., & Harwood, I. A. (2015). Exploring human resource management roles in corporate social responsibility: the CSR-HRM co-creation model. Business Ethics: A European Review, 24(2), 125-143.
Jawahar, I. M., & Hemmasi, P. (2006). Perceived organizational support for women’s advancement and turnover intentions: The mediating role of job and employer satisfaction. Women in Management Re-view, 21(8), 643–661.
Ji, H., Ehrlich, L. I., Seita, J., Murakami, P., Doi, A., Lindau, P., ... & Rossi, D. J. (2010). Comprehen-sive methylome map of lineage commitment from haematopoietic progenitors. Nature, 467(7313), 338.
Jiang, K., Liu, D., McKay, P. F., Lee, T. W., & Mitchell, T. R. (2012). When and how is job embed-dedness predictive of turnover? A meta-analytic investigation. Journal of Applied Psychology, 97(5), 1077–1096.
Johnston, M. W., Griffeth, R. W., Burton, S., & Carson, P. P. (1993). An exploratory investigation into the relationships between promotion and turnover: A quasiexperimental longitudinal study. Journal of Management, 19, 33–49.
Jyrkinen, M., & McKie, L. (2012). Gender, age and ageism: experiences of women managers in Finland and Scotland. Work, Employment and Society, 26(1), 61–77.
Kessler, R. C., Berglund, P., Demler, O., Jin, R., Merikangas, K. R., & Walters, E. E. (2005). Lifetime prevalence and age-of-onset distributions of DSM-IV disorders in the National Comorbidity Survey Replication. Achieves of General Psychiatry, 62(6), 593–602.
Kim, E., & Park, H. (2018, August). Perceived gender discrimination, belief in a just world, self-esteem, and depression in Korean working women: A moderated mediation model. In Women's Studies International Forum (Vol. 69, pp. 143-150). Pergamon.
Kim, N. H., & McLean, G. N. (2008). Stability and dominance in career success orientation in South Korean employees. Human Resource Development International, 11(1), 19 34.
Kim, S., & Shin, D. (2014). Gender discrimination at Korean workplace. Korean Journal of Sociology, 48(4), 91–125.
Kira, I. A., Shuwiekh, H., & Bujold-Bugeaud, M. (2017). Toward identifying the etiologies of gender differences in authoritarianism and mental health: An Egyptian study. Peace and Conflict: Journal of Peace Psychology, 23(2), 183.
Klonoff, E. A., Landrine, H., & Ullman, J. B. (1999). Racial discrimination and psychiatric symptoms among Blacks. Cultural Diversity and Ethnic Minority Psychology, 5(4), 329–339.
Korea Women's Department Institute, 2016
Landrine, H., & Klonoff, E. A. (1997). Discrimination against women: Prevalence, consequences, rem-edies. Thousand Oaks, CA: Sage.
Lee, K., Allen, N. J., Meyer, J. P., & Rhee, K. Y. (2001). The three‐component model of organisational commitment: an application to South Korea. Applied Psychology, 50(4), 596-614.
Lee, S. Y., & Hong, J. H. (2011). Does family-friendly policy matter? Testing its impact on turnover and performance? Public Administration Review, 71(6), 870–879.
Legge, K. (2005). Human resource management: Rhetorics and realities. Basingstoke, UK: Macmillan.
Lämsä, A.-M., & Piilola, A. (2015). Women’s leadership in Finland: The meaning of motherhood as re-lated to leadership for women managers. In S. Madsen, F. W. Ngunjiri, K. Longman, & C. Cherrey (Eds.), Women and leadership around the world (pp. 87–105). Charlotte, NC: Information Age Pub-lishing.
Lämsä, A.-M., & Savela, T. (2014). The effect of an MBA on the development of women’s manage-ment competencies: A gender viewpoint. Baltic Journal of Management, 9(2), 213–230.
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