| Telus Health | 60.0 | 132 | 0 |
| Jordan/Zalaznick Advisers Inc. | 59.8 | 6 | 4 |
| Tides Foundationf | 51.5 | 8 | 2 |
| Oracle Fusion Applications | 48.4 | 6 | 2 |
| Oracle HCM Cloud | 48.0 | 3 | 3 |
| Randstad N.V. | 44.4 | 2 | 3 |
| IBM | 44.3 | 36 | 0 |
| Society for Human Resource Management | 44.3 | 4 | 2 |
| Web of Science | 40.0 | 0 | 5 |
| Robert Half | 38.0 | 2 | 2 |
| Human Capital Institute | 38.0 | 2 | 2 |
| compensation and benefits | 35.9 | 0 | 4 |
| The Effectiveness of Employee Retention and Organizational Culture Management on Post Merger Integration in Mergers and Acquisition - Case of Renault Samsung Motors - | 35.9 | 0 | 4 |
| Effective Recruitment and Selection along with Succession Planning towards Leadership Development, Employee Retention and Talent Management in Pakistan | 35.9 | 0 | 4 |
| Comparably | 34.8 | 16 | 0 |
| Automatic Data Processing | 32.5 | 3 | 1 |
| Bain Capital | 32.5 | 3 | 1 |
| Ogletree Deakins | 32.5 | 3 | 1 |
| Valamis | 31.5 | 12 | 0 |
| Rubrik | 31.5 | 12 | 0 |
| human resource management | 30.9 | 0 | 3 |
| human resource planning | 30.9 | 0 | 3 |
| human resource management system | 30.9 | 0 | 3 |
| National Labor Federation | 30.9 | 0 | 3 |
| Geografiska Annaler. Series A, Physical Geography | 30.9 | 0 | 3 |
| The effect of leadership style on talent retention during Merger and Acquisition integration: evidence from China | 30.9 | 0 | 3 |
| organizational change | 30.9 | 0 | 3 |
| Due diligence: Conducting a basic compliance audit | 30.9 | 0 | 3 |
| Proceedings of the Royal Entomological Society of London | 30.9 | 0 | 3 |
| Huda Al-Ghoson | 30.9 | 0 | 3 |
| Talent Management, Succession Planning, Leadership Development.… What' Needed? | 30.9 | 0 | 3 |
| Employee Engagement and Organizational Change: A study on the Role of Employee Engagement in Successful Change Management Initiatives | 30.9 | 0 | 3 |
| The Role of Human Resources Recruitment Strategy in Achieving Organizational Change at AL-Hussein Bin Talal University-Jordan | 30.9 | 0 | 3 |
| Role of leader-member exchange relationship in organizational change management: Mediating role of organizational culture | 30.9 | 0 | 3 |
| Factors influencing the implementation of organizational change management in large Egyptian hotels: Mediating effects of employee engagement | 30.9 | 0 | 3 |
| Change Management and Organizational Effectiveness of Culinary SMEs in Greater Bandung: Mediating Role of Value Creation | 30.9 | 0 | 3 |
| Organizational Development, Organizational Culture and Organizational Change | 30.9 | 0 | 3 |
| Mediated Moderation Effect of Organizational Culture and Social Support in the Emotional Labor and Employee Turnover of Health Care Workers | 30.9 | 0 | 3 |
| Managing Organizational Effectiveness through Talent Management and Career Development: The Mediating Role of Employee Engagement | 30.9 | 0 | 3 |
| The Multi-level Analysis on the Causal Relationship among Organizational Structure, Organizational Culture, and Organizational Effectiveness | 30.9 | 0 | 3 |
| Q128609002 | 30.9 | 0 | 3 |
| M42 – The Human Capital | 30.9 | 0 | 3 |
| Esendia | 30.9 | 0 | 3 |
| StratTech Talent Consulting and Advisory | 30.9 | 0 | 3 |
| Slasify | 30.9 | 0 | 3 |
| Mercer | 29.0 | 2 | 1 |
| Chartered Institute of Personnel and Development | 29.0 | 2 | 1 |
| Paylocity Corporation | 29.0 | 2 | 1 |
| Spencer Stuart | 29.0 | 2 | 1 |
| Globoforce | 29.0 | 2 | 1 |
| Emplify | 29.0 | 2 | 1 |
| McChrystal Group | 29.0 | 2 | 1 |
| Cartus | 29.0 | 2 | 1 |
| National Labor Relations Board General Counsel | 29.0 | 2 | 1 |
| Aon Jauch & Hübener Gesellschaft m.b.H. | 29.0 | 2 | 1 |
| Hubstaff | 29.0 | 2 | 1 |
| Bright HR | 29.0 | 2 | 1 |
| Mitratech | 29.0 | 2 | 1 |
| ManpowerGroup | 29.0 | 2 | 1 |
| SHRM.ORG | 29.0 | 2 | 1 |
| Calibre One | 29.0 | 2 | 1 |
| Office of Federal Contract Compliance Programs | 28.3 | 9 | 0 |
| change management | 24.5 | 0 | 2 |
| talent management | 24.5 | 0 | 2 |
| training and development | 24.5 | 0 | 2 |
| work permit | 24.5 | 0 | 2 |
| labor law | 24.5 | 0 | 2 |
| organization development | 24.5 | 0 | 2 |
| Partners Group | 24.5 | 0 | 2 |
| stay abroad | 24.5 | 0 | 2 |
| job description | 24.5 | 0 | 2 |
| Capital One | 24.5 | 0 | 2 |
| National Labor Relations Act of 1935 | 24.5 | 0 | 2 |
| Employee self-service | 24.5 | 0 | 2 |
| workforce planning | 24.5 | 0 | 2 |
| Post-merger integration | 24.5 | 0 | 2 |
| Acta Chemica Scandinavica | 24.5 | 0 | 2 |
| Centre Mondial Informatique et Ressource Humaine | 24.5 | 0 | 2 |
| E-HRM | 24.5 | 0 | 2 |
| consolidation | 24.5 | 0 | 2 |
| union busting | 24.5 | 0 | 2 |
| Employment and Social Development Canada | 24.5 | 0 | 2 |
| Buck Consultants | 24.5 | 0 | 2 |
| ERC | 24.5 | 0 | 2 |
| Electronic Staff Record | 24.5 | 0 | 2 |
| Federal Service Labor-Management Relations Statute | 24.5 | 0 | 2 |
| human resources | 24.5 | 0 | 2 |
| HR Metric | 24.5 | 0 | 2 |
| Human resource | 24.5 | 0 | 2 |
| Category:Human resource management | 24.5 | 0 | 2 |
| Operational due diligence | 24.5 | 0 | 2 |
| Professional in Human Resources | 24.5 | 0 | 2 |
| Sankhya | 24.5 | 0 | 2 |
| Tellus B | 24.5 | 0 | 2 |
| The Journals of Gerontology | 24.5 | 0 | 2 |
| 500 yen note | 24.5 | 0 | 2 |
| Journal of Organizational Change Management | 24.5 | 0 | 2 |
| Odgers Berndtson | 24.5 | 0 | 2 |
| human resource manager | 24.5 | 0 | 2 |
| Category:Private equity portfolio companies | 24.5 | 0 | 2 |
| Journal of Combinatorial Theory, Series B | 24.5 | 0 | 2 |
| Journal of the Australian Mathematical Society | 24.5 | 0 | 2 |
| Acta Metallurgica Sinica | 24.5 | 0 | 2 |
| Human Resource Management | 24.5 | 0 | 2 |
| The Journal of Human Resources and Adult Learning | 24.5 | 0 | 2 |
| Human Resource Management Review | 24.5 | 0 | 2 |
| Geografiska Annaler. Series B. Human Geography | 24.5 | 0 | 2 |
| Journal of Human Resources in Hospitality and Tourism | 24.5 | 0 | 2 |
| The Journal of Change Management | 24.5 | 0 | 2 |
| A series and B series | 24.5 | 0 | 2 |
| organizational change fatigue | 24.5 | 0 | 2 |
| National human resource development | 24.5 | 0 | 2 |
| Republic Act No. 8293 | 24.5 | 0 | 2 |
| Q20439103 | 24.5 | 0 | 2 |
| Employee experience design | 24.5 | 0 | 2 |
| Bureau of Global Talent Management | 24.5 | 0 | 2 |
| Joanne Smith | 24.5 | 0 | 2 |
| organization design | 24.5 | 0 | 2 |
| Agency for Religious Moderation and Human Resources Development, Ministry of Religious Affairs | 24.5 | 0 | 2 |
| Health Workforce Planning: An overview and suggested approach in Oman | 24.5 | 0 | 2 |
| Acta chemica Scandinavica. Series B: Organic chemistry and biochemistry | 24.5 | 0 | 2 |
| NATO advanced study institutes series. Series A, Life sciences | 24.5 | 0 | 2 |
| 8th Human Resources Sustainment Center | 24.5 | 0 | 2 |
| Turkey Relocation Management Services | 24.5 | 0 | 2 |
| National Science Foundation Directorate for Education and Human Resources | 24.5 | 0 | 2 |
| Data governance frameworks and change management | 24.5 | 0 | 2 |
| A qualitative analysis of health professionals’ job descriptions for surgical service delivery in Uganda | 24.5 | 0 | 2 |
| Medical workforce planning in Australia | 24.5 | 0 | 2 |
| Exposure to Leadership WalkRounds in neonatal intensive care units is associated with a better patient safety culture and less caregiver burnout | 24.5 | 0 | 2 |
| Validation of the organizational culture assessment instrument | 24.5 | 0 | 2 |
| Handling healthcare workforce planning with care: where do we stand? | 24.5 | 0 | 2 |
| Workforce integration of new graduate nurses: evaluation of a health human resources employment policy | 24.5 | 0 | 2 |
| Using staffing ratios for workforce planning: evidence on nine allied health professions | 24.5 | 0 | 2 |
| An experience of virtual leadership development for human resource managers | 24.5 | 0 | 2 |
| Impact of organizational change on organizational culture: implications for introducing evidence-based practice | 24.5 | 0 | 2 |
| How evidence-based workforce planning in Australia is informing policy development in the retention and distribution of the health workforce | 24.5 | 0 | 2 |
| The associations between organizational culture, organizational structure and quality management in European hospitals. | 24.5 | 0 | 2 |
| Providing grief resolution as an oncology nurse retention strategy: a literature review | 24.5 | 0 | 2 |
| Committee's role is to review job descriptions | 24.5 | 0 | 2 |
| Advanced level nursing in England: organisational challenges and opportunities | 24.5 | 0 | 2 |
| Empowering a Healthy Practice Environment | 24.5 | 0 | 2 |
| Clinical leadership effectiveness, change and complexity | 24.5 | 0 | 2 |
| Strategic Workforce Planning for Health Human Resources: A Nursing Case Analysis | 24.5 | 0 | 2 |
| Comprehensive health workforce planning: re-consideration of the primary health care approach as a tool for addressing the human resource for health crisis in low and middle income countries | 24.5 | 0 | 2 |
| Organizational Change Management For Health Equity: Perspectives From The Disparities Leadership Program | 24.5 | 0 | 2 |
| Leadership development practices and hospital financial outcomes. | 24.5 | 0 | 2 |
| Evaluation of a nurse leadership development programme | 24.5 | 0 | 2 |
| Culture and cognition in health systems change | 24.5 | 0 | 2 |
| Interprofessional Academic Health Center Leadership Development: The Case of the University of Alabama at Birmingham’s Healthcare Leadership Academy | 24.5 | 0 | 2 |
| Leadership Development and Succession Planning in Case Management | 24.5 | 0 | 2 |
| Relationship Between Organizational Culture and Organizational Effectiveness - A Study of Nurses in Taiwan | 24.5 | 0 | 2 |
| Human capital strategy: talent management | 24.5 | 0 | 2 |
| Organizational culture and organizational effectiveness: a meta-analytic investigation of the competing values framework's theoretical suppositions | 24.5 | 0 | 2 |
| Nurse managers’ insights regarding their role highlight the need for practice changes | 24.5 | 0 | 2 |
| Developing human capital: what is the impact on nurse turnover? | 24.5 | 0 | 2 |
| Collective bargaining for nurses under the National Labor Relations Act. A look at the future | 24.5 | 0 | 2 |
| Impact of the organisational culture on primary care staff members’ intention to engage in research and development | 24.5 | 0 | 2 |
| Changing organizational culture to implement organizational change | 24.5 | 0 | 2 |
| Succession planning and leadership development: critical business strategies for healthcare organizations | 24.5 | 0 | 2 |
| Assessing Local Resources and Culture Before Instituting Quality Improvement Projects | 24.5 | 0 | 2 |
| Determining nursing retention strategy in a large public teaching hospital | 24.5 | 0 | 2 |
| Rosa Allegue | 24.5 | 0 | 2 |
| Compassion fatigue: experiences in occupational health, human resources, counselling and police | 24.5 | 0 | 2 |
| Radiology Practice Environment: Options, Variations, and Differences—A Report of the ACR Commission on Human Resources | 24.5 | 0 | 2 |
| Avoiding "culture rejection" in healthcare mergers and acquisitions: how New Heights Community Health Centres and York Community Services minimized the culture risk when forming Unison Health and Community Services | 24.5 | 0 | 2 |
| Beyond Crosswalks: Reliability of Exposure Assessment Following Automated Coding of Free-Text Job Descriptions for Occupational Epidemiology | 24.5 | 0 | 2 |
| Turnover in health care: the mediating effects of employee engagement | 24.5 | 0 | 2 |
| Sonya Reines-Djivanides | 24.5 | 0 | 2 |
| Organizational culture, quality of work life, and organizational effectiveness in Korean university hospitals | 24.5 | 0 | 2 |
| A human capital approach to ICU nurse retention. | 24.5 | 0 | 2 |
| The 2013 ACR Commission on Human Resources Workforce Survey | 24.5 | 0 | 2 |
| Nurses with Disabilities: Their Job Descriptions and Work Expectations | 24.5 | 0 | 2 |
| The RAFAELA system: a workforce planning tool for nurse staffing and human resource management | 24.5 | 0 | 2 |
| Outlining job descriptions of the health professions for preventive care: an exploratory study at the Local Health Authority of Milan, Italy | 24.5 | 0 | 2 |
| The National Labor Relations Board redefines "medical employee under the Wagner Act regarding residents and interns thereby opening the door to unionization and collective bargaining demands | 24.5 | 0 | 2 |
| Aligning Shared Responsibilities With Shared Rewards to Create an Effective Work Culture | 24.5 | 0 | 2 |
| The Implementation of a Structured Nursing Leadership Development Program for Succession Planning in a Health System | 24.5 | 0 | 2 |
| Sabotaging the benefits of our own human capital: Work unit characteristics and sleep | 24.5 | 0 | 2 |
| A comparison of job descriptions for nurse practitioners working in out-of-hours primary care services: implications for workforce planning, patients and nursing | 24.5 | 0 | 2 |
| Toward human resource management in inter‐professional health practice: linking organizational culture, group identity and individual autonomy | 24.5 | 0 | 2 |
| Managing human resources to improve employee retention | 24.5 | 0 | 2 |
| Narrative Approaches to Organizational Development: A Case Study of Implementation of Collaborative Helping | 24.5 | 0 | 2 |
| A Model for Physician Leadership Development and Succession Planning | 24.5 | 0 | 2 |
| Organizational culture: its impact on employee relations and discipline in health care organizations | 24.5 | 0 | 2 |
| Establishing a Mentoring Program: Transforming Organizational Culture and Improving Nurse Retention | 24.5 | 0 | 2 |
| Pay equity: accurate job descriptions can empower nurses | 24.5 | 0 | 2 |
| Organizational Alignment to Promote Leadership Development for Career Readiness in College Settings | 24.5 | 0 | 2 |
| Pre-implementation studies of a workforce planning tool for nurse staffing and human resource management in university hospitals. | 24.5 | 0 | 2 |
| Journal of Organization Design | 24.5 | 0 | 2 |
| Faculty Experiences of Merger and Organizational Change in a Social Work Program | 24.5 | 0 | 2 |
| Worklife Improvement and Leadership Development study: a learning experience in leadership development and "planned" organizational change | 24.5 | 0 | 2 |
| Organizational change management in mental health | 24.5 | 0 | 2 |
| The executive director's contract and evaluation: its role in board governance and quality management | 24.5 | 0 | 2 |
| Perceptions affecting student learning and development in the clinical environment. | 24.5 | 0 | 2 |
| Leadership development: the heart of succession planning. | 24.5 | 0 | 2 |
| Quality management of human resources. Providers should begin by focusing on education, performance management, and reward systems | 24.5 | 0 | 2 |
| Optimizing human capital through succession planning. | 24.5 | 0 | 2 |
| Journal of Global Mobility: The Home of Expatriate Management Research | 24.5 | 0 | 2 |
| National Employment Law Project | 24.5 | 0 | 2 |
| Strong City Baltimore | 24.5 | 0 | 2 |
| NEO Philanthropy | 24.5 | 0 | 2 |
| Expatriate assignment versus overseas experience: Contrasting models of international human resource development | 24.5 | 0 | 2 |
| Human Capital, Productivity, and Labor Allocation in Rural Pakistan | 24.5 | 0 | 2 |
| Enhancing the effectiveness of organizational change management | 24.5 | 0 | 2 |
| Discursive manifestations of contradictions in organizational change efforts: A methodological framework | 24.5 | 0 | 2 |
| From “less landfilling” to “wasting less” | 24.5 | 0 | 2 |
| Private equity and human resource management: An emerging agenda | 24.5 | 0 | 2 |
| Human resource management practice and institutional constraints The case of Mozambique | 24.5 | 0 | 2 |
| Organizational Design Challenges Resulting From Big Data | 24.5 | 0 | 2 |
| Human resource outsourcing and the HR function : opportunity or threat? | 24.5 | 0 | 2 |
| An examination of e-HRM as a means to increase the value of the HR function | 24.5 | 0 | 2 |
| A road less travelled | 24.5 | 0 | 2 |
| Corporate Robespierres, ideologies of management and change | 24.5 | 0 | 2 |
| The Evolution of the Post Merger Integration Process of Lafarge Group | 24.5 | 0 | 2 |
| HRM and organizational change: an emotional endeavor | 24.5 | 0 | 2 |
| From flexibility human resource management to employee engagement and perceived job performance across the lifespan: A multisample study | 24.5 | 0 | 2 |
| An empirical study of the role of the corporate HR function in global talent management in professional and financial service firms in the global financial crisis | 24.5 | 0 | 2 |
| An exploratory study of governance in the intra-firm human resources supply chain | 24.5 | 0 | 2 |
| The role of the corporate HR function in global talent management | 24.5 | 0 | 2 |
| Emotion, learning and organizational change | 24.5 | 0 | 2 |
| Collective entrepreneurship: the mobilization of college and university recycling coordinators | 24.5 | 0 | 2 |
| Organizational change and the psychological contract | 24.5 | 0 | 2 |
| Private equity fund investment due diligence | 24.5 | 0 | 2 |
| Organizational Culture, Job Satisfaction, and Clinician Turnover in Primary Care | 24.5 | 0 | 2 |
| The Effects of Human Resource Capability and Internal Customer Satisfaction on Organizational Effectiveness | 24.5 | 0 | 2 |
| HR development in local government: how and why does HR strategy matter in organizational change and development? | 24.5 | 0 | 2 |
| Human Capital, Social Capital, and Social Network Analysis: Implications for Strategic Human Resource Management | 24.5 | 0 | 2 |
| Pollution prevention as corporate entrepreneurship | 24.5 | 0 | 2 |
| How Does Performance Management Affect Workers? Beyond Human Resource Management and Its Critique | 24.5 | 0 | 2 |
| A process model of managing organizational change during business process redesign | 24.5 | 0 | 2 |
| The Impact of Human Resource Practices and Compensation Design on Performance: An Analysis of Family-Owned SMEs | 24.5 | 0 | 2 |
| Organizational Culture and Human Resource Management Practices | 24.5 | 0 | 2 |
| Measuring change in knowledge acquisition of Rwandan residents: using the American Board of Pediatrics International In-Training Examination (I-ITE) as an independent tool to monitor individual and departmental improvements during the Human Resource | 24.5 | 0 | 2 |
| Influence of talent retention strategy on employees׳ attitude to work: Analysis of survey data | 24.5 | 0 | 2 |
| How to Develop Human Resources: Technical Rationality or Social Moral Responsibility—A Comparison of Western and Chinese Human Resource Theory and Practice | 24.5 | 0 | 2 |
| Job descriptions: primary nurse | 24.5 | 0 | 2 |
| 2014-205 - SEC Charges New York-Based Private Equity Fund Adviser With Misallocation Of Portfolio Company Expenses (NAID 144010395) | 24.5 | 0 | 2 |
| 2014-130 - James McNamara Named as Deputy Chief Human Capital Officer in the Office of Human Resources (NAID 144010245) | 24.5 | 0 | 2 |
| Understanding job evaluation | 24.5 | 0 | 2 |
| United States Department of Defense, et al., Petitioners v. Federal Labor Relations Authority, et al. [Case 92-1223] / Department of Revenue of Oregon, Petitioner v. ACF Industries, Inc., et al. [Case 92-74] / Michael J. Cavanaugh (NAID 118975018) | 24.5 | 0 | 2 |
| Litigation and collective bargaining: two pay equity strategies | 24.5 | 0 | 2 |
| Employer executive compensation and benefits after the Tax Reform Act of 1986 | 24.5 | 0 | 2 |
| Educating & training management in collective bargaining & labor relations | 24.5 | 0 | 2 |
| Labor relations and collective bargaining | 24.5 | 0 | 2 |
| Scientific approach to job evaluation: writing the job description | 24.5 | 0 | 2 |
| Organizational culture assessment before and after implementing patient-focused care | 24.5 | 0 | 2 |
| Origin and history of the "Series B" and "Series C" TAT pictures | 24.5 | 0 | 2 |
| Clinician Burnout and Social Determinants | 24.5 | 0 | 2 |
| Collective bargaining by physicians--labor law, antitrust law, and organized medicine | 24.5 | 0 | 2 |
| CEO succession planning--a critical step for TQM hospitals | 24.5 | 0 | 2 |
| Preparing for media scrutiny of executive compensation: the role of human resources | 24.5 | 0 | 2 |
| Change management--organizational culture as change factor | 24.5 | 0 | 2 |
| Plans established or maintained pursuant to collective bargaining agreements under section 3(40)(A)--Pension and Welfare Benefits Administration. Notice of intent to form a negotiated rulemaking advisory committee | 24.5 | 0 | 2 |
| Nurse retention, recruitment: opposite poles in staffing strategy | 24.5 | 0 | 2 |
| Using organizational culture knowledge to create a manager development program | 24.5 | 0 | 2 |
| Mergers and acquisitions in the health care industry: labor and human resource issues | 24.5 | 0 | 2 |
| Grandfathering can seriously damage your wealth: due diligence in mergers and acquisitions of medical device companies | 24.5 | 0 | 2 |
| [The regulation of labor relations and human resources management in nursing] | 24.5 | 0 | 2 |
| Impact of euthanasia rates, euthanasia practices, and human resource practices on employee turnover in animal shelters | 24.5 | 0 | 2 |
| Reshaping radiology: change management and workflow optimization give PACS new punch | 24.5 | 0 | 2 |
| The costs of nurse turnover, part 2: application of the Nursing Turnover Cost Calculation Methodology | 24.5 | 0 | 2 |
| Executive coaching. Taking leadership development to the next level | 24.5 | 0 | 2 |
| Building the leadership development pipeline: a 5-step succession planning model | 24.5 | 0 | 2 |
| Job embeddedness as a nurse retention strategy for rural hospitals | 24.5 | 0 | 2 |
| Achieving high performance through organizational culture transformation: key concepts and best practices, Part 1 | 24.5 | 0 | 2 |
| Use of a Business Case Model for Organizational Change | 24.5 | 0 | 2 |
| Strategies for increasing the impact of research on human resources for health policy development | 24.5 | 0 | 2 |
| Do you know the new recognition and requirements for education, training and job descriptions for your CSSD staff? | 24.5 | 0 | 2 |
| INTEGRATING HEALTH LITERACY INTO ORGANIZATIONAL STRUCTURE | 24.5 | 0 | 2 |
| A culture of respect, integrity. Intelligent InSites relies on employee engagement to track progress | 24.5 | 0 | 2 |
| Performance management in healthcare: a critical analysis | 24.5 | 0 | 2 |
| Patient safety culture transformation in a children’s hospital: an interprofessional approach | 24.5 | 0 | 2 |
| Clackamas County Public Health: Employee Engagement in Quality Improvement and Performance Management Activities | 24.5 | 0 | 2 |
| Perceived healthcare workforce needs in Lebanon: a step towards informed human resources planning and professional development | 24.5 | 0 | 2 |
| Elisabeth Kübler-Ross as Astrophysicist: Emotional Intelligence and Resilience Unlock the Black Hole of Physician Burnout, Moral Distress, and Compassion Fatigue | 24.5 | 0 | 2 |
| Human resource technology disruptions and their implications for human resources management in healthcare organizations | 24.5 | 0 | 2 |
| Compassion fatigue, emotional labor, and emotional display among hospice nurses | 24.5 | 0 | 2 |
| Strategic Talent Management: Implementation and Impact of a Leadership Development Program in Radiology | 24.5 | 0 | 2 |
| The impact of interpersonal support, supervisory support, and employee engagement on employee turnover intentions: Differences between financially distressed and highly financially distressed hospitals | 24.5 | 0 | 2 |
| Executive Coaching for Leadership Development: Experience of Academic Physician Leaders | 24.5 | 0 | 2 |
| The Human Resources for Health Program in Rwanda - Reflections on Achievements and Challenges Comment on "Health Professional Training and Capacity Strengthening Through International Academic Partnerships: The First Five Years of the Human Resource | 24.5 | 0 | 2 |
| Lea Paterson | 24.5 | 0 | 2 |
| HUMAN RESOURCE MANAGEMENT PRACTICES, ORGANIZATIONAL CULTURE, AND NURSE STAFFING TURNOVER | 24.5 | 0 | 2 |
| Jonathan Curtiss | 24.5 | 0 | 2 |
| Rethinking workforce planning for integrated care: using scenario analysis to facilitate policy development | 24.5 | 0 | 2 |
| Enhancing the Vitality of the National Institutes of Health: Organizational Change to Meet New Challenges | 24.5 | 0 | 2 |
| Physician engagement (getting your docs on board!) | 24.5 | 0 | 2 |
| Changes in acquisition patterns. Health systems rely on due diligence, physician engagement to ensure successful alignment | 24.5 | 0 | 2 |
| Physician engagement: strengthening the culture of quality and safety | 24.5 | 0 | 2 |
| International Expansion of Social Enterprises as a Catalyst for Scaling up Social Impact across Borders | 24.5 | 0 | 2 |
| Oral healthcare workforce planning in post-Brexit Britain | 24.5 | 0 | 2 |
| Acta microbiologica Polonica (1952) | 24.5 | 0 | 2 |
| [The Perceived Impact of Workplace Health Promotion Measures on Employee Retention in the Nursing Sector: Results of a Survey of Human Resources and Management in Southern Germany] | 24.5 | 0 | 2 |
| Human Resource Management and Innovative Performance in Non-profit Hospitals: The Mediating Effect of Organizational Culture | 24.5 | 0 | 2 |
| Michigan State University School of Human Resources and Labor Relations | 24.5 | 0 | 2 |
| Global HR Forum | 24.5 | 0 | 2 |
| Stakeholder management and human resources: development and implementation of a performance measurement system | 24.5 | 0 | 2 |
| The effect of gender on leadership and culture | 24.5 | 0 | 2 |
| State Investment in Higher Education: Effects on Human Capital Formation, Student Debt, and Long-term Financial Outcomes of Students | 24.5 | 0 | 2 |
| A Clinical Exploration of Value Creation and Destruction in Acquisitions: Organizational Design, Incentives, and Internal Capital Markets | 24.5 | 0 | 2 |
| Managerial Incentives and Value Creation: Evidence from Private Equity | 24.5 | 0 | 2 |
| Human Resource Management Service of the Government of Serbia | 24.5 | 0 | 2 |
| Trustees of Columbia University in the City of New York | 24.5 | 0 | 2 |
| Using activity analysis to identify individual and group behavioural constraints to organizational change management. | 24.5 | 0 | 2 |
| Labor Relations and Labor Law in Japan | 24.5 | 0 | 2 |
| Gilbert Toppin | 24.5 | 0 | 2 |
| Peter Kiernan | 24.5 | 0 | 2 |
| Physical Review A, General Physics | 24.5 | 0 | 2 |
| How Human Resource Management and Human Capital Management Influence Corporate Social Responsibility (CSR) | 24.5 | 0 | 2 |
| Exporting by Private Equity-Backed Portfolio Companies | 24.5 | 0 | 2 |
| The Missing Element of Private Equity: Creating Long-term Value Through Portfolio Company Board Diversity | 24.5 | 0 | 2 |
| Effects of gamification in the banking industry: A comparison analysis between gamified and non-gamified training | 24.5 | 0 | 2 |
| Bob Smith | 24.5 | 0 | 2 |
| Performativity in place of responsibility? | 24.5 | 0 | 2 |
| Compensation gap, retrenchment strategy and organizational turnaround: a configurational perspective | 24.5 | 0 | 2 |
| Should I stay or should I go? Multi-focus identification and employee retention in post-acquisition integration | 24.5 | 0 | 2 |
| Organizational Story and Storytelling: A Critical Review | 24.5 | 0 | 2 |
| Insular Minister of Municipal Cooperation and Human Resources | 24.5 | 0 | 2 |
| A substitution strategy for trade unionism? : a study investigating Human resource management approach to employee relations in twenty-two New Zealand organisations | 24.5 | 0 | 2 |
| An investigation of how human resource managers add value: a theory of HR implicit in HR job description | 24.5 | 0 | 2 |
| The discourse of being a business executive: an exploration of executive coaching advertisements to illuminate the discourse of being a business executive and the degree to which executive coaching engages in psychotherapy | 24.5 | 0 | 2 |
| A study of human resource management in a joint venture organisation compared to a locally owned organisation in China | 24.5 | 0 | 2 |
| Which practical models could be implemented for human resource management to retain senior managers in the Lao financial services industry? | 24.5 | 0 | 2 |
| Performance management in the central governments of New Zealand and Brazil: a comparative study | 24.5 | 0 | 2 |
| Experiencing international assignment : an exploratory study of Chinese international assignees | 24.5 | 0 | 2 |
| Human resource leaders as strategic business partners in state-owned enterprises in Laos | 24.5 | 0 | 2 |
| The application of international human resource management in the context of the human capital of multi-national organizations in Laos | 24.5 | 0 | 2 |
| Understanding Perceptions of Human Resource Competencies and Effectiveness in the New Zealand and Australian Hotel Industry | 24.5 | 0 | 2 |
| Strategic human resource management impacts on local managerial employees’ capacity building in foreign companies in Laos People’s Democratic Republic | 24.5 | 0 | 2 |
| An exploratory investigation into human resource practices and employee retention outcome in the Malaysian ICT industry | 24.5 | 0 | 2 |
| Talent management’s role in retaining employees in the banking sector in Laos | 24.5 | 0 | 2 |
| Revolution and the Development of International Relations; Hoover Institute Studies. (Stanford: Stanford University Press.) - Series A: General Studies, No. 1. The World Revolution of Our Time; A Framework for Basic Policy Research. By Harold D. Las | 24.5 | 0 | 2 |
| Labor Law. National Labor Relations Board. Employer's Statement of Open Shop Policy Inclosed with Pay Checks an Unfair Labor Practice | 24.5 | 0 | 2 |
| Book Review: Human Resources, Personnel, and Organizational Development: The Awakening Giant: Continuity and Change in ICI | 24.5 | 0 | 2 |
| The Chicken and Egg Conundrum: Job Satisfaction or Employee Engagement and Implications for Human Resources | 24.5 | 0 | 2 |
| Jim Hinton | 24.5 | 0 | 2 |
| Labor Law. National Labor Relations Act. Peaceful Picketing by Minority Union for Recognition Violates Section 8(b) (1) (A). Drivers Local 639, (NLRB 1957) | 24.5 | 0 | 2 |
| Labor Law. Peaceful Picketing by Minority Union Enjoinable after Certification of Majority Union by State Labor Relations Board | 24.5 | 0 | 2 |
| Linking Green Human Resource Practices and Environmental Economics Performance: The Role of Green Economic Organizational Culture and Green Psychological Climate | 24.5 | 0 | 2 |
| Human resource development and employee turnover intentions | 24.5 | 0 | 2 |
| Jean-François Manzoni | 24.5 | 0 | 2 |
| Integral leadership: a research proposal | 24.5 | 0 | 2 |
| Vania Somavilla | 24.5 | 0 | 2 |
| Seeds for Succession: A Personal Case Study in Leadership Development & Succession Planning | 24.5 | 0 | 2 |
| CEO Succession Planning in Small Community Banks: A Qualitative Case Study of “PNW” Bank | 24.5 | 0 | 2 |
| Organizational change and organizational development: Performance modeling and strategic planning for community policing | 24.5 | 0 | 2 |
| Olivia Leland | 24.5 | 0 | 2 |
| Glaucimar Peticov | 24.5 | 0 | 2 |
| Latifah M Daud | 24.5 | 0 | 2 |
| Kerry Dryburgh | 24.5 | 0 | 2 |
| A Malaysian Empirical Study of the Associations among Transformational Leadership, Transactional Leadership, Organizational Culture and Succession Planning | 24.5 | 0 | 2 |
| A Study of the Effect of Knowledge Management on Organizational Culture and Organizational Effectiveness in Medicine and Health Sciences | 24.5 | 0 | 2 |
| Series A | 24.5 | 0 | 2 |
| Series B | 24.5 | 0 | 2 |
| Barbara Whye | 24.5 | 0 | 2 |
| Solving China’s Collective Bargaining Dilemma through Labor Law Approach Inspiration from Determination of Appropriate Bargaining Unit in U.S. | 24.5 | 0 | 2 |
| Management Language Experience, Cultural Integration and the Performance of Mergers and Acquisitions | 24.5 | 0 | 2 |
| Global Mobility of China’s Human Capital and “Going Global” Performance | 24.5 | 0 | 2 |
| Insisting on Independence or Seeking for Dependence? The Research on Post-acquisition Integration Strategy for Cross-border Acquisition from Emerging Multinational Enterprises | 24.5 | 0 | 2 |
| From the Human Resource to the Human Capital ——Innovate the concept of human resource management in Chinese hotel | 24.5 | 0 | 2 |
| Cultural Integration on Firms Mergers and Acquisitions | 24.5 | 0 | 2 |
| Digital Technology,Human Capital and Employee Overwork——A View from Actual Working Hours and Job Evaluation | 24.5 | 0 | 2 |
| On Development of Human Resource and Accumulation of Human Capital in Western Region of China | 24.5 | 0 | 2 |
| The Dynamic Transformation of China’s Demographic Dividend:Interpretations from the Perspectives of Human Resources and Human Capital | 24.5 | 0 | 2 |
| A study of Chinese universities’ performance management framework from the perspective of organizational structure | 24.5 | 0 | 2 |
| Mechanism of career self-management influencing managers’ career growth——The role of labor relations climate and organizational structure | 24.5 | 0 | 2 |
| Impact of corporate social strategy on value creation—— The moderating role of organic organizational culture | 24.5 | 0 | 2 |
| The Future of Work: Exploring the Post-Pandemic Workplace from an Employment Law and Human Resources Perspective | 24.5 | 0 | 2 |
| Cross-Level Impact of Human Resource Management on Employee Engagement—The Mediation of Organizational Embeddedness and Psychological Empowerment | 24.5 | 0 | 2 |
| How to Implement Talent Strategy to Make Liaoning Province Powerful in Human Resources | 24.5 | 0 | 2 |
| The Study of the Uneven Distribution of Human Resources and Human Capital in the Three Industries in Northeast China | 24.5 | 0 | 2 |
| The Relationship between Human Resource Management Configurations and Organizational Structure:A Matching in the Chinese Context | 24.5 | 0 | 2 |
| Team-oriented Post-merger Integration of Human Resources | 24.5 | 0 | 2 |
| Human Resource and Human Capital | 24.5 | 0 | 2 |
| Differentiation Analysis of Enterprise Human Resources and Human Capital | 24.5 | 0 | 2 |
| A Research on Human Resource Management Based on Specific Human Capital | 24.5 | 0 | 2 |
| Study of the Impacts of Organizational Culture of Construction Projects on Organizational Integration | 24.5 | 0 | 2 |
| Study the relationship between organizational change and strategic planning of human resources | 24.5 | 0 | 2 |
| Organizational Culture Transformation towards Management of Technology | 24.5 | 0 | 2 |
| ORGANIZATIONAL CULTURE TRANSFORMATION MODEL IN A MANUFACTURING PLANT: IMPACT ANALYSIS OF A FOUR YEAR JOURNEY TOWARDS HIGH PERFORMING ORGANIZATION | 24.5 | 0 | 2 |
| Organizational Structure, in the Context of Change Management and Performance of Companies Listed in Nairobi Securities Exchange in Kenya | 24.5 | 0 | 2 |
| A Review of Human Resource Change Management Strategies in the Digital Era | 24.5 | 0 | 2 |
| Socio-economic aspects of organizational change management | 24.5 | 0 | 2 |
| Organizational change and human resource management interventions: An investigation of the Nigerian banking industry | 24.5 | 0 | 2 |
| Organizational culture transformation in a digital and hybrid work environment | 24.5 | 0 | 2 |
| Organizational Change Management: Delineating Employee Reaction to Change in SMEs Located in Magnesia | 24.5 | 0 | 2 |
| Making sense of change management: a complete guide to the models, tools, and techniques of organizational change | 24.5 | 0 | 2 |
| Transforming human resource management with HR analytics: A critical Analysis of Benefits and challenges | 24.5 | 0 | 2 |
| Using Activity Analysis to Identify Individual and Group Behavioral Constraints to Organizational Change Management | 24.5 | 0 | 2 |
| Voluntary Turnover and Firm Performance: Firm-Specific Human Capital Loss and Organizational Change | 24.5 | 0 | 2 |
| Perceived Organizational Change Intensity and Voluntary Employee Turnover in Latin America | 24.5 | 0 | 2 |
| Relational Perspectives on Human Resource Management and Organizational Change | 24.5 | 0 | 2 |
| Human Resource Management Professionals’ Views of Organizational Change | 24.5 | 0 | 2 |
| Three Tails of Organizational Change: from the Value Creation Perspective | 24.5 | 0 | 2 |
| Pengaruh Human Resource Digital Transformation, Emotional Intelligence dan Career Development terhadap Employee Performance Pegawai ASN Kecamatan di Lingkungan Pemerintah Kabupaten Bandung yang Dimediasi oleh Organizational Culture | 24.5 | 0 | 2 |
| Digital Transformation as a Tool for Organizational Change and Value Creation | 24.5 | 0 | 2 |
| The Impact of the Communication Process on the Organizational Change Management: Empirical Evidence from SONATRACH Company Using PLS-SEM Approach | 24.5 | 0 | 2 |
| ORGANIZATIONAL CHANGE, ADAPTABILITY AND PERFORMANCE MANAGEMENT AMONG PROFICIENT TEACHERS ON THE IMPLEMENTATION OF RPMS-PPST | 24.5 | 0 | 2 |
| Effect of Human Resources Management Training Program for Nurse Managers on Staff Nurses’ Attitudes toward Organizational Change | 24.5 | 0 | 2 |
| Leadership Innovation and Implement Organizational Change and Lead a New Initiative through Adoption of the Innovation and Change Management Practices for Shiraz Industries Private Limited Company: A Survey from Pakistan | 24.5 | 0 | 2 |
| Organizational Change Management | 24.5 | 0 | 2 |
| Organizational culture transformation model: Towards a high performance organization | 24.5 | 0 | 2 |
| Evolution de la recherche sur la gestion du changement organisationnel : une analyse de citations du Journal of Organizational Change Management, 1995-2011 | 24.5 | 0 | 2 |
| Applying Case Based Reasoning Approach in Analyzing Organizational Change Management Data | 24.5 | 0 | 2 |
| The Ascendency of the Paradigm Shift from Organizational Change Management to Change Agility | 24.5 | 0 | 2 |
| Leadership Development for Organizational Change in a New U.K. University | 24.5 | 0 | 2 |
| Change management through leadership: the mediating role of organizational culture | 24.5 | 0 | 2 |
| THE RELATIONSHIP AMONG SUPPORTIVE ORGANIZATIONAL CULTURE, JOB SATISFACTION, EMPLOYEE AFFECTIVE RESPONSE TO ORGANIZATIONAL CHANGE, AND ORGANIZATIONAL CYNICISM | 24.5 | 0 | 2 |
| Business Transformation and Organizational Culture: | 24.5 | 0 | 2 |
| Discourse of transformation in organizational change management | 24.5 | 0 | 2 |
| The Best Leadership Model for Organizational Change Management: Transformational Verses Servant Leadership | 24.5 | 0 | 2 |
| Understanding the effects of leadership development on the creation of organizational culture change: a research approach | 24.5 | 0 | 2 |
| A Mixed-method Study on the Bright Side of Organizational Change: Role Clarity and Supervisor Support as Resources for Employees’ Resilience | 24.5 | 0 | 2 |
| On Three-Stage Chain of Human Resource Development:A macro-model for continuing incentive to human capital investment ＆ economic development | 24.5 | 0 | 2 |
| A Differentiation-perspective Based Study on the Impact of Organizational Culture Sociability and Solidarity on Organizational Change | 24.5 | 0 | 2 |
| The Influence of Authentic Leadership on Employment Relationship Climate and Employee Engagement:The Moderating Effect of Organizational Culture | 24.5 | 0 | 2 |
| An Empirical Study on the Effect of Organizational Culture Sociability on Organizational Change | 24.5 | 0 | 2 |
| The Relationship among Human Resource Management System,Organizational Culture and Organizational Performance | 24.5 | 0 | 2 |
| Leadership and Organizational Culture Transformation in Professional Sport | 24.5 | 0 | 2 |
| The Development Trends in Human Resource Management in Chinese Enterprises——From a Perspective of Human Capital | 24.5 | 0 | 2 |
| On Relation Between Human Resource Flow and Growth of Talent Based on the Rule of Human Capital Production （Increment） | 24.5 | 0 | 2 |
| An information-based approach to organizational change management | 24.5 | 0 | 2 |
| Employees’ Perceptions Towards Internal Communication During Organizational Change Management At Multimedia University Of Kenya | 24.5 | 0 | 2 |
| The Research on the Human Resource and the Human Capital | 24.5 | 0 | 2 |
| The role of human resource management practices in managing organizational change | 24.5 | 0 | 2 |
| The Co-evolution of Organizational Culture Transformation and Ambidextrous Capability: A Strategic Orientation Perspective | 24.5 | 0 | 2 |
| Organizational Development and Change Management | 24.5 | 0 | 2 |
| The Impact Of Organizational Change, Structure And Leadership On Employee Turnover: A Case Study | 24.5 | 0 | 2 |
| Accounting Conservatism,Property Right Character and Value Creation Effect of Cross-Border Mergers and Acquisitions——Based on Upper Echelons Theory | 24.5 | 0 | 2 |
| The Impact of Organizational Change on Employee Turnover Intention: Does Stress Play a Mediating Role? | 24.5 | 0 | 2 |
| Organizational Culture,Human Resource Management Practices and Organizational Commitment | 24.5 | 0 | 2 |
| Staff Turnover,Organizational Culture Differences and Knowledge Transfer Performance in FDI-embedded Clusters:The Perspective of Knowledge Transfer between Foreign and Domestic Enterprises | 24.5 | 0 | 2 |
| Human Resource Management System and Strategic Human Capital:The Moderating Role of Competitive Strategy | 24.5 | 0 | 2 |
| High Commitment to Organizational Commitment under Human Resource Management and Organizational Culture Change Mechanism: Taking ZTE as an Example | 24.5 | 0 | 2 |
| The effect of integration approaches and human resources initiatives on changes in organizational culture and employee attitudes during a merger. | 24.5 | 0 | 2 |
| Management and Developing Function of Human Resources for Organizational Culture | 24.5 | 0 | 2 |
| Discuss the Transformation of Human Resource and Human Capital | 24.5 | 0 | 2 |
| Merger and Acquisition Integration Model Research Based on the Core Competence | 24.5 | 0 | 2 |
| Thought on How Enterprise Human Resources Transform into Human Capital in the View of Core Competitiveness | 24.5 | 0 | 2 |
| The Effects of Executive Compensation Level on Firm Merger and Acquisition Activities: An Empirical Study | 24.5 | 0 | 2 |
| The Evolutionary Game and Dynamic Simulation of Cultural Integration of Enterprises’ Mergers and Acquisitions | 24.5 | 0 | 2 |
| The five dimensions of change: an integrated approach to strategic organizational change management | 24.5 | 0 | 2 |
| The influence of organizational culture on organizational preferences towards the choice of organizational change strategy | 24.5 | 0 | 2 |
| ORGANIZATIONAL CHANGE MANAGEMENT CAPABILITY AND FIRM SURVIVAL: AN EMPIRICAL INVESTIGATION OF SOFTWARE BUSINESSES IN THAILAND | 24.5 | 0 | 2 |
| Leadership Communication during Organizational Change: Internal Communication Strategy: A Case Study in Multinational Company Operating in Indonesia | 24.5 | 0 | 2 |
| Operationalizing the postmodernity construct for efficient organizational change management | 24.5 | 0 | 2 |
| The significance of organizational change management for sustainable competitiveness in manufacturing: exploring the firm archetypes | 24.5 | 0 | 2 |
| Building a Consolidated Utility to Meet Future Needs: Strategic Planning, Organizational Change and Performance Management at Aurora Water | 24.5 | 0 | 2 |
| Human resource management in merger and acquisition planning | 24.5 | 0 | 2 |
| The Role of Line Managers as Human Resource Agents in Fostering Organizational Change in Public Services | 24.5 | 0 | 2 |
| Organizational Change Management for Sustainability in Higher Education Institutions: A Systematic Quantitative Literature Review | 24.5 | 0 | 2 |
| The Best Leadership Model for Organizational Change Management: Transformational Leadership | 24.5 | 0 | 2 |
| Employee engagement and organizational change initiatives: Does transformational leadership, valence, and trust make a difference? | 24.5 | 0 | 2 |
| The workplace bullying-organizational change interface: emerging challenges for human resource management | 24.5 | 0 | 2 |
| Organizational Culture: The Driver of Organizational Development? | 24.5 | 0 | 2 |
| A Study on Change Issues and Overcoming Measures in the Adoption of Smart Work - Focusing on Leadership, Communication, Organizational Culture, and Human Resource Management Aspects | 24.5 | 0 | 2 |
| The mediating role of organizational culture: Transformational leadership and change management in virtual teams | 24.5 | 0 | 2 |
| Understanding the influence of organizational culture and group dynamics on organizational change and learning | 24.5 | 0 | 2 |
| Barriers to Organizational Change Management in Hotel Industry of Nepal | 24.5 | 0 | 2 |
| THE MOST INFLUENTIAL ORGANIZATIONAL CHANGE MANAGEMENT MODELS FROM 1950 TO 2020 | 24.5 | 0 | 2 |
| An actor‐dependency technique for analyzing and modeling early‐phase requirements of organizational change management due to information systems adoption | 24.5 | 0 | 2 |
| Q121331773 | 24.5 | 0 | 2 |
| Getting to the Roots of Change: Performance Management and Organizational Culture | 24.5 | 0 | 2 |
| Organizational Change Management: Leadership Roles in Adapting New Norms | 24.5 | 0 | 2 |
| Managing Organisation Change: An Empirical Study of Human Resource Interventions in Mergers and Acquisitions | 24.5 | 0 | 2 |
| Governance of Organizational Change Management: Debating Norms, Values, and Practices | 24.5 | 0 | 2 |
| ORGANIZATIONAL CHANGE, SKILL FORMATION, HUMAN CAPITAL MEASUREMENT: EVIDENCE FROM ITALIAN MANUFACTURING FIRMS | 24.5 | 0 | 2 |
| The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure | 24.5 | 0 | 2 |
| Does Organizational Culture Matters in Organizational Change? Transformational Leadership and Cynicism About Organizational Change | 24.5 | 0 | 2 |
| MODERN ASPECTS OF ORGANIZATIONAL CHANGE MANAGEMENT | 24.5 | 0 | 2 |
| Assessing the Effects of Organizational Culture on Change Management in the Growth of Public Universities in Kenya. | 24.5 | 0 | 2 |
| A Study on Employee Attitude towards Organizational Change and the impact of Change Management on Organization Commitment | 24.5 | 0 | 2 |
| Organizational change management and alignment: A health care case study | 24.5 | 0 | 2 |
| Culture transformation in a health care organization: A process for building adaptive capabilities through leadership development. | 24.5 | 0 | 2 |
| Organizational change: Motivation, communication, and leadership effectiveness | 24.5 | 0 | 2 |
| APPROACHES TO THE EVALUATION OF THE PROCESS OF ORGANIZATIONAL CHANGE MANAGEMENT IN THE UKRAINIAN AUTOMOTIVE INDUSTRY | 24.5 | 0 | 2 |
| Human resource integration in subsidiary mergers and acquisitions | 24.5 | 0 | 2 |
| Technological Progress, Organizational Change and the Size of the Human Resources Department | 24.5 | 0 | 2 |
| The Leadership Effectiveness in the Process of Planned Organizational Change | 24.5 | 0 | 2 |
| Organizational Change Management in Higher Education through the Lens of Executive Coaches | 24.5 | 0 | 2 |
| Managing organizational culture as a factor in organizational change | 24.5 | 0 | 2 |
| Human Resources’ Capacity to Drive Organizational Change in Ghana | 24.5 | 0 | 2 |
| The influence of organizational culture and job design on job commitment and human resource performance | 24.5 | 0 | 2 |
| The Impact of Organizational Change on Change Management in ICT sector in the Republic of Croatia | 24.5 | 0 | 2 |
| The Effects of Authentic Leadership on the Social Welfare Organizational Culture: Focused on the Mediating Effect of Commitment and Resistance to Organizational Change | 24.5 | 0 | 2 |
| The Impact of Leadership and Change Management Strategy on Organizational Culture and Individual Acceptance of Change during a Merger | 24.5 | 0 | 2 |
| The Effects of Human Resource Attributions On Employee Outcomes During Organizational Change | 24.5 | 0 | 2 |
| Stable predictors of job satisfaction, psychological strain, and employee retention: An evaluation of organizational change within the New Zealand Customs Service. | 24.5 | 0 | 2 |
| Journal of Organizational Change Management | 24.5 | 0 | 2 |
| The psychodynamics of organizational change management | 24.5 | 0 | 2 |
| Human Capital Issues in Organizational Change | 24.5 | 0 | 2 |
| Organizational Change Management in Russia | 24.5 | 0 | 2 |
| Beneath and Beyond Organizational Change Management: Exploring Alternatives | 24.5 | 0 | 2 |
| From Organizational Development to Change Management | 24.5 | 0 | 2 |
| Explaining variation in organizational change: the reform of human resource management in the European Commission and the OECD | 24.5 | 0 | 2 |
| The partnership between project management and organizational change: Integrating change management with change leadership | 24.5 | 0 | 2 |
| A change management, systems thinking, or organizational development approach to the No Child Left Behind act | 24.5 | 0 | 2 |
| The impact of trust and confidentiality on strategic organizational change programmes: a case study of post-acquisition integration | 24.5 | 0 | 2 |
| Beyond traditional paternalistic and developmental approaches to organizational change and human resource strategies | 24.5 | 0 | 2 |
| Change Management: How to Maintain Focus with Customers and Stakeholders in the Midst of Organizational Change | 24.5 | 0 | 2 |
| Organizational Change Management: A Test of the Effectiveness of a Communication Plan | 24.5 | 0 | 2 |
| Organizational change management for process safety | 24.5 | 0 | 2 |
| Proposing a New Model for Organizational Change Management | 24.5 | 0 | 2 |
| The influence of organizational culture on attitudes toward organizational change | 24.5 | 0 | 2 |
| The Economic Analysis on Human Capital of Private Equity | 24.5 | 0 | 2 |
| Budget Performance Management Reform from the Perspective of Organizational Culture | 24.5 | 0 | 2 |
| Creating a Dynamic Framework for Human Resource Management within Organizational Change | 24.5 | 0 | 2 |
| Following Doctors’ Orders: Organizational Change as a Response to Human Capital Bargaining Power | 24.5 | 0 | 2 |
| Implementing Human Resource Development as a Tool for Effective Organizational Change | 24.5 | 0 | 2 |
| Problems and Countermeasures of Human Resource Performance Management of Public Sectors | 24.5 | 0 | 2 |
| Change Management Excellence: Using the Four Intelligences for Successful Organizational Change | 24.5 | 0 | 2 |
| The Impact of Organizational Culture and Information Technology Capabilities on Commitment to Organizational Change in Light of the Kingdom of Bahrain 2030 Vision | 24.5 | 0 | 2 |
| Towards a New Approach to Supporting Top Managers in SPI Organizational Change Management | 24.5 | 0 | 2 |
| THE MECHANISM OF ORGANIZATIONAL CULTURE TRANSFORMATION ININNOVATION COMPETITIVE ADVANTAGE FOR INTERNATIONAL BUSINESSSTRUCTURES | 24.5 | 0 | 2 |
| Combining Quantitative and Qualitative Results utilizing Sequential Mixed Method Embedded Analyses: Examining the Relationships between Organizational Culture, Work Attitudes, Job Roles, and Organizational Change | 24.5 | 0 | 2 |
| The psychological conditions for employee engagement in organizational change: Test of a change engagement model | 24.5 | 0 | 2 |
| ORGANIZATIONAL CHANGE MANAGEMENT CAPABILITY AND FIRM SURVIVAL: AN EMPIRICAL INVESTIGATION OF ELECTRONIC BUSINESSES IN THAILAND | 24.5 | 0 | 2 |
| Top Managers’ Organizational Change Management Capacity and Their Strategic Leadership Levels at Ministry of National Education (MoNE) | 24.5 | 0 | 2 |
| Project Management and Change Management: Working Together for Effective Organizational Change Web Appendix | 24.5 | 0 | 2 |
| Organizational Change and The Human Resource Challenges in Facing Technology Development | 24.5 | 0 | 2 |
| Simulation/Gaming for Policy Development and Organizational Change | 24.5 | 0 | 2 |
| Change Management: How to Maintain Focus with Customers and Stakeholders in the Midst of Organizational Change | 24.5 | 0 | 2 |
| Space and time in organizational change management | 24.5 | 0 | 2 |
| Corporate culture, organizational change and meaning at work - linking human resources with business ethics | 24.5 | 0 | 2 |
| Understanding Organizational Culture and its Role in Organizational Change and Partnering | 24.5 | 0 | 2 |
| Committed to change? Human resource management practices and attitudes towards organizational change | 24.5 | 0 | 2 |
| Applying a New Model of Organizational Change Management in Health | 24.5 | 0 | 2 |
| Organizational Design and Change Management for IT Transformation: A Case Study | 24.5 | 0 | 2 |
| Combining organizational change management and organizational ambidexterity using data transformation | 24.5 | 0 | 2 |
| Organizational Change and Organizational Effectiveness of Secondary Banking System in Albania | 24.5 | 0 | 2 |
| The role of organizational culture in the implementation of the strategic change management mechanism at the enterprise | 24.5 | 0 | 2 |
| Project Management and Change Management: Working Together for Effective Organizational Change | 24.5 | 0 | 2 |
| Importance of Leadership and Employee Engagement in Trauma-Informed Organizational Change at a Girls’ Juvenile Justice Facility | 24.5 | 0 | 2 |
| Change Management and the Role of Leadership in Facilitating Organizational Change in Corporate Takeovers | 24.5 | 0 | 2 |
| CHANGE MANAGEMENT: METHODOLOGY OF INSTITUTIONAL TRANSFORMATION OF SOCIAL AND LABOR RELATIONS | 24.5 | 0 | 2 |
| Organizational Development Based Change Management | 24.5 | 0 | 2 |
| The Impact of Social Identity on Organizational Change through Progressive Discipline | 24.5 | 0 | 2 |
| Uncovering the intellectual development of the <i>Journal of Organizational Change Management</i> | 24.5 | 0 | 2 |
| The Effectiveness of Change Management in Developing the Organizational Culture of it Darul Azhar | 24.5 | 0 | 2 |
| Diversity, Equity, and Inclusion Efforts Are Organizational Change Management Efforts | 24.5 | 0 | 2 |
| On managing cultural integration and cultural change processes in mergers and acquisitions | 24.5 | 0 | 2 |
| The Effect of Organizational Support Perception, Organizational Change, and Organizational Culture on Employee Performance of PT. Pegadaian Malang During COVID-19 | 24.5 | 0 | 2 |
| Understanding organizational change management: the role of micro and macro influences | 24.5 | 0 | 2 |
| Organizational change management is a two-way street | 24.5 | 0 | 2 |
| AN INVESTIGATION INTO BUSINESS TRANSFORMATION DURING 4IR ARTIFICIAL INTELLIGENCE AND THE IMPACT ON HUMAN RESOURCE PRACTICE IN COMPANY A | 24.5 | 0 | 2 |
| Organizational Culture and Organizational Change: The Transformation of Savings Banks in Denmark, 1965–1990 | 24.5 | 0 | 2 |
| Tailor the message and change will happen? An experimental study of message tailoring as an effective communication strategy for organizational change | 24.5 | 0 | 2 |
| Paradoxical process in the organizational change of the CEO succession | 24.5 | 0 | 2 |
| Organizational Development and Change Management | 24.5 | 0 | 2 |
| Organizational Change Management: A Literature Review | 24.5 | 0 | 2 |
| Contextualizing Organizational Change Management in Africa: Incorporating the Core Values of Ubuntu | 24.5 | 0 | 2 |
| Creativity, Communicability and Organizational Culture: an Introduction to the Study of Hierarchy as Both a Facilitator and Constraint in Organizational Change | 24.5 | 0 | 2 |
| Discovering the Value of Executive Coaching as a Business Transformation Tool | 24.5 | 0 | 2 |
| Power and Organizational Development: A Framework for Organizational Change | 24.5 | 0 | 2 |
| IMPROVEMENT OF THE METHODICAL BASIS OF ORGANIZATIONAL CHANGE MANAGEMENT | 24.5 | 0 | 2 |
| Employee trust dynamics during organizational change: a context of mergers and acquisitions | 24.5 | 0 | 2 |
| Organizational Change: Perspectives From Human Resource Management | 24.5 | 0 | 2 |
| Antecedents of Organizational Culture in its Relevance with Change Management, Moderating Role of Transformational Leadership and Employee Empowerment An Analysis of HEI of Peshawar Region | 24.5 | 0 | 2 |
| Comments on "Getting to the Roots of Change: Performance Management and Organizational Culture" | 24.5 | 0 | 2 |
| Organizational Change: The Role of Organizational Culture and Organizational Learning | 24.5 | 0 | 2 |
| The integration of project management and organizational change management is now a necessity | 24.5 | 0 | 2 |
| Evaluation of the impact of transformation leadership style on knowledge management considering the mediating role of organizational structure and organizational culture | 24.5 | 0 | 2 |
| Organizational Change Management in Mental Health | 24.5 | 0 | 2 |
| Human Capital, Human Resource Development (HRD), and the Economics of Education | 24.5 | 0 | 2 |
| Individual Readiness for Organizational Change and Its Implications for Human Resource and Organization Development | 24.5 | 0 | 2 |
| The Effect of Organizational Culture and Information-Communication Technology on Productivity, Services Quality, Customer Satisfaction, and Change Management through Knowledge Management | 24.5 | 0 | 2 |
| Drivers of Organizational Change within the AEC Industry: Linking Change Management Practices with Successful Change Adoption | 24.5 | 0 | 2 |
| Leveraging the Value of an Organizational Change Management Methodology | 24.5 | 0 | 2 |
| Healthcare workforce transformation: implementing patient-centered medical home standards in an academic medical center | 24.5 | 0 | 2 |
| Return on investment in executive coaching: effective organizational change | 24.5 | 0 | 2 |
| The Business Case of Gender Equality in Swedish Forestry and Mining ‐ Restricting or Enabling Organizational Change | 24.5 | 0 | 2 |
| Influence of change management on modern organizational efficiency | 24.5 | 0 | 2 |
| Risk Responsiveness Based Organizational Change Management | 24.5 | 0 | 2 |
| Organizational Culture and Organizational Change at Arts Universities | 24.5 | 0 | 2 |
| Book Review: Human Resources, Management, and Organizational Behavior: The Challenge of Organizational Change: How Companies Experience it and Leaders Guide it | 24.5 | 0 | 2 |
| Örgütsel Değişim Yönetimi ve Bir Uygulama-Organizational Change Management and An Emprical Study | 24.5 | 0 | 2 |
| Are We Stuck in the Predigital Age? Embracing Technology-Mediated Change Management in Organizational Change Research | 24.5 | 0 | 2 |
| Improving Employee Engagement: Making the Case for Planned Organizational Change Using the Burke-Litwin Model of Organizational Performance and Change | 24.5 | 0 | 2 |
| Organizational Change, Skill Formation, Human Capital Measurement: Evidence from Italian Manufacturing Firms | 24.5 | 0 | 2 |
| Human Resources and Executive Search Consulting Services | 24.5 | 0 | 2 |
| Sustainable development through commitment to organizational change: the implications of organizational culture and individual readiness for change | 24.5 | 0 | 2 |
| Knowledge management as a mechanism for technological and organizational change management in Israeli universities | 24.5 | 0 | 2 |
| The determinants of organizational change management success: Literature review and case study | 24.5 | 0 | 2 |
| Explaining Variation in Organizational Change: The Reform of Human Resource Management in the European Commission and the OECD | 24.5 | 0 | 2 |
| Innovative Business Models in the Context of Organizational Culture Transformation in the COVID-19 Pandemic | 24.5 | 0 | 2 |
| Innovation and Organizational Culture – Change Management Issues in a Financial Institution’s Organizational Culture | 24.5 | 0 | 2 |
| Jung, archetypes and mirroring in organizational change management | 24.5 | 0 | 2 |
| Organizational Change and Performance: The Moderating Role of Human Resource Management Centrality | 24.5 | 0 | 2 |
| Organizational Change Management Why, What, How? | 24.5 | 0 | 2 |
| Linking Organizational Change Management and Organizational Foresight | 24.5 | 0 | 2 |
| Information Technology as a Strategic Resource in Encouraging Organizational Change Readiness through the Role of the Human Capital Effectiveness | 24.5 | 0 | 2 |
| Best practices for organizational change management within electrical contractors | 24.5 | 0 | 2 |
| Examining the effect of employee commitment on organizational change management: A study of Public Sector Universities in Iraq | 24.5 | 0 | 2 |
| Adaptive dynamical systems modelling of transformational organizational change with focus on organizational culture and organizational learning | 24.5 | 0 | 2 |
| THE MECHANISM OF ORGANIZATIONAL CULTURE TRANSFORMATION IN INNOVATION COMPETITIVE ADVANTAGE FOR INTERNATIONAL BUSINESS STRUCTURES | 24.5 | 0 | 2 |
| The relationship between commitment and organizational culture, subculture, leadership style and job satisfaction in organizational change and development | 24.5 | 0 | 2 |
| Effective Organizational Change Management in Siemens using Managing Successful Programmes Methodology: PMOs and other Key Success Factors | 24.5 | 0 | 2 |
| Organizational Change and Characteristics of Leadership Effectiveness | 24.5 | 0 | 2 |
| The Effect of Organizational Structure and Readiness for Change to Employee Engagement and Good Governance in Cooperative, SMEs and Industry Service Samarinda | 24.5 | 0 | 2 |
| Organizational Development Goes Digital: Applying Simulation to Organizational Change | 24.5 | 0 | 2 |
| Organizational Change Implementation and the Role of Human Resource Practices: a Brazilian Case Study | 24.5 | 0 | 2 |
| An Overview of Reviews: Organizational Change Management Architecture | 24.5 | 0 | 2 |
| Challenges of the Change Management for Managing People and Organizational Culture | 24.5 | 0 | 2 |
| System and method for clinical workforce management interface | 24.5 | 0 | 2 |
| Amanda K. Dunnick | 24.5 | 0 | 2 |
| The search for global competence: From international HR to talent management | 24.5 | 0 | 2 |
| People Analytics and Human Resource Management: How the Use of Smart Data Can Improve the Training Processes | 24.5 | 0 | 2 |
| Human capital value creation practices of software and service exporter firms in India | 24.5 | 0 | 2 |
| Rivermate | 24.5 | 0 | 2 |
| Latent Employee Turnover and Prevention—When Job Creation Catches Up with Economic Recovery: An Employee Retention Model and Case Study | 24.5 | 0 | 2 |
| Learning During the Integration Phase of Mergers and Acquisitions: Perspectives From Learning and Development Professionals | 24.5 | 0 | 2 |
| ChemInform Abstract: Radical Ions and Photochemical Charge‐Transfer Phenomena (Series A). Part 33. Cycloadditions (Series B). Part 37. Synthesis of Imidazolo‐ and Pyrrolophanes by (3 + 2) Cycloadditions with Azaallenyl Radical Cations. | 24.5 | 0 | 2 |
| RELATIVTIES, NATIONAL JOB EVALUATION AND COLLECTIVE BARGAINING | 24.5 | 0 | 2 |
| International assignments, human capital resources and MNC subsidiary performance in CEE countries | 24.5 | 0 | 2 |
| An analytical study of applications of human resource information system in modern human resources management | 24.5 | 0 | 2 |
| Impact of Organizational Culture on Job Stress and Employee Engagement in Pakistan | 24.5 | 0 | 2 |
| The impact of psychological ownership on employee retention in mergers and acquisitions | 24.5 | 0 | 2 |
| Systematic Review on Employee Engagement and its Impact on Employee Retention | 24.5 | 0 | 2 |
| The employee experience: how employees make meaning of employee engagement | 24.5 | 0 | 2 |
| Employees’ perceptions on the relationship between human resource management practices and employee turnover | 24.5 | 0 | 2 |
| The Impact of Human Resource Development on Organizational Effectiveness: An Empirical Study | 24.5 | 0 | 2 |
| A cluster-based human resources analytics for predicting employee turnover using optimized Artificial Neural Networks and data augmentation | 24.5 | 0 | 2 |
| Virtuous circle: Human capital and human resource management in social enterprises | 24.5 | 0 | 2 |
| Development of Instrument for Measurement of the Organizational Alignment - from Vox Organizationis to "Four Organizational Culture Types and Four Leadership Styles" | 24.5 | 0 | 2 |
| Exploring the Impact of Talent Management on the Organizational Effectiveness in the Egyptian Hospitality Industry | 24.5 | 0 | 2 |
| The Impact of Strategic Human Resource Management Practices on Competitive Advantage Sustainability: The Mediation of Human Capital Development and Employee Commitment | 24.5 | 0 | 2 |
| Employee Turnover Intention in the Milieu of Human Resource Management Practices: Moderating role of work-life balance | 24.5 | 0 | 2 |
| The Effects of Organizational Culture on Organizational Effectiveness: Focusing on Moderated Effects of Leadership | 24.5 | 0 | 2 |
| Mediating Role of Dynamic Capabilities on the Relationship between Human Resource Development and Organizational Effectiveness | 24.5 | 0 | 2 |
| Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management | 24.5 | 0 | 2 |
| Leadership Development: Leadership Emergence to Leadership Effectiveness | 24.5 | 0 | 2 |
| MODEL OF HUMAN RESOURCE PERFORMANCE IMPROVEMENT BASED ON HUMAN CAPITAL AND SOCIAL CAPITAL WITH THE MODERATION OF INFORMATION TECHNOLOGY | 24.5 | 0 | 2 |
| The Effects of CLO(Chief Learning Officer)'s Transformational Leadership and Organizational Learning on Organizational Effectiveness in Human Resource Development Organization | 24.5 | 0 | 2 |
| Talent management: a critical literature review and research agenda for public sector human resource management | 24.5 | 0 | 2 |
| Retention Strategy to Minimize Nurse Turnover: A Systematic Review | 24.5 | 0 | 2 |
| Human Resources Challenges and Their Impact on the Preservation of Human Capital: Field Study in Private Hospitals in Irbid Governorate - (Jordan) | 24.5 | 0 | 2 |
| The Effect of Organizational Culture Dimensions on Organizational Development in Jordanian Public Universities | 24.5 | 0 | 2 |
| Relationship between Human Resource Practices and Talent Retention among Professional and Management Staff of a Public University in Malaysia | 24.5 | 0 | 2 |
| What is Collective Bargaining for? Brazilian Labor Law Reforms under ilo Scrutiny | 24.5 | 0 | 2 |
| Relationship between the Leadership Types , Organizational Culture and Organizational Effectiveness by Taekwondo Leaders | 24.5 | 0 | 2 |
| Building trust in cross-cultural integration: A study of Chinese mergers and acquisitions in Germany | 24.5 | 0 | 2 |
| HUMAN CAPITAL AS A DETERMINANT OF STRATEGIC HUMAN RESOURCES MANAGEMENT IN PUBLIC ADMINISTRATION ON THE EXAMPLE OF POLAND | 24.5 | 0 | 2 |
| Q127595506 | 24.5 | 0 | 2 |
| A Framework for Examining the Heterogeneous Opportunities of Value Creation in Private Equity Buyouts | 24.5 | 0 | 2 |
| The measurement of human capital as an alternative method of job evaluation for purposes of remuneration | 24.5 | 0 | 2 |
| Executive compensation and firm risk after successful mergers and acquisitions in Africa | 24.5 | 0 | 2 |
| Reviewing the mediating role of work/life balance and motivational drivers of employee engagement on the relationship between talent management and organization performance | 24.5 | 0 | 2 |
| Fostering Employee Engagement through Human Resource Practices: A Case of Manufacturing Firms in Malaysia | 24.5 | 0 | 2 |
| The Impact of Organizational Culture on Organizational Effectiveness in Agricultural Cooperatives: Job Satisfaction, Organizational Commitment and Job Performance | 24.5 | 0 | 2 |
| Human Resource Development Climate and Employee Engagement in Developing Countries | 24.5 | 0 | 2 |
| Organizational Change Management: A Conceptual and Analytical Framework | 24.5 | 0 | 2 |
| Recent Developments in German Labor Law: Freedom of Association, Industrial Action, and Collective Bargaining | 24.5 | 0 | 2 |
| The Impact of Gender on International Assignment Selection and Organizational Effectiveness: Women’s Quest for Expatriate Equality | 24.5 | 0 | 2 |
| Green Human Resource Management Practices and Employee Engagement: Empirical Evidence from RMG sector in Bangladesh | 24.5 | 0 | 2 |
| Performance Management Assessment Model for Sustainable Development | 24.5 | 0 | 2 |
| A critical review on the decision of the collective bargaining representation system by the Constitutional Court - A case of constitutional decision on the article 29(2) of Trade Union and Labor Relations Adjustment Act - | 24.5 | 0 | 2 |
| Analysis the Impact of Organizational Culture and Motivation on Employee Performance with Employee Engagement as an Intervening Variable | 24.5 | 0 | 2 |
| Private equity and human capital risk | 24.5 | 0 | 2 |
| 3rd Definition of Strategic Human Resource Management: HR Systems Approach | 24.5 | 0 | 2 |
| Organizational Alignment as a Predictor of Employee Engagement | 24.5 | 0 | 2 |
| Evaluating the influence of error management culture factors on human resources productivity and strategic human capital - the case of Mobarakeh Steel Company | 24.5 | 0 | 2 |
| From Labor Law to Employment Law: The Changing Politics of Workers’ Rights | 24.5 | 0 | 2 |
| Total Rewards and Employee Retention in a Middle Eastern Context | 24.5 | 0 | 2 |
| The Effect of the Emotional Labor of Call-Center Members on Organizational Effectiveness - Focused on Moderating Role of Emotional Leadership - | 24.5 | 0 | 2 |
| Leveraging human assets for MNCs performance: the role of management development, human resource system and employee engagement | 24.5 | 0 | 2 |
| The Effect of Corporate Social Responsibility and Talent Management on Employee Engagement (A Study at Tirta Komodo Regional Water Company, East Nusa Tenggara, Indonesia) | 24.5 | 0 | 2 |
| THE IMPACT OF RECRUITMENT, EMPLOYEE RETENTION AND LABOR RELATIONS TO EMPLOYEE PERFORMANCE ON BATIK INDUSTRY IN SOLO CITY, INDONESIA | 24.5 | 0 | 2 |
| Influence of human resource management practices on employee engagement in developing economy | 24.5 | 0 | 2 |
| Succession Planning and Business Continuity of Family-Owned Business in Lagos State, Nigeria | 24.5 | 0 | 2 |
| The Influence of Organizational Culture, Job Stress and Empowerment on Organizational Effectiveness among the Teachers of Specialized Daycare Centers for Young Children with Disabilities | 24.5 | 0 | 2 |
| THE RELATIONSHIP BETWEEN LEARNING CULTURE, KNOWLEDGE MANAGEMENT, HUMAN CAPITAL AND ORGANIZATIONAL EFFECTIVENESS IN LOGISTICS SECTOR | 24.5 | 0 | 2 |
| Competitive Innovation Strategies and Their Effect on Enhancing Organizational Effectiveness: Talent Management as a Moderator | 24.5 | 0 | 2 |
| To study the role of HR Analytics in Predicting the Economic Value of Organization’s Human Capital Investment | 24.5 | 0 | 2 |
| The Impact of Human Resource Management Practices on Innovative Ability of Employees Moderated by Organizational Culture | 24.5 | 0 | 2 |
| Analysis Of High Job Satisfaction And Employee Engagement With High Employee Turnover: A Curious Case Of Edutech | 24.5 | 0 | 2 |
| Resource orchestration of firm-specific human capital and firm performance—the role of collaborative human resource management and entrepreneurial orientation | 24.5 | 0 | 2 |
| The Influence of Leadership, Organizational Culture, Quality of Human Resources and Communication on Organizational Performance | 24.5 | 0 | 2 |
| People analytics and the rise of HR: how data, analytics and emerging technology can transform human resources (HR) into a profit center | 24.5 | 0 | 2 |
| Cross Border Mergers and Acquisitions by Indian firms- An Analysis of Pre and Post Merger performance | 24.5 | 0 | 2 |
| IMPLICATIONS OF HUMAN RESOURCE ACCOUNTING ON HUMAN CAPITAL MEASUREMENT IN FINANCIAL REPORTS. | 24.5 | 0 | 2 |
| The Impact of Organizational Culture on Employee Engagement in Saudi Banks | 24.5 | 0 | 2 |
| A Study Of Indian Private And Public Sector Banks With Special Reference To Impact Of Post Merger And Acquisition Venture On Liquidity And Profitability | 24.5 | 0 | 2 |
| THE ROLE OF HUMAN CAPITAL IN VALUE CREATION: THEORETICAL INSIGHTS | 24.5 | 0 | 2 |
| The Influence of Dynamic Capabilities, Organizational Culture, and Organizational Justice on the Performance of Indonesian National Police Members in South Sumatra Regional Police Through Talent Management Variables | 24.5 | 0 | 2 |
| Identification of contemporary trends in human capital management by the prism of HR (human resources) works | 24.5 | 0 | 2 |
| The Influence of Organizational Culture and Organizational Justice on Group Cohesion as Perceived by Merger and Acquisition Employees | 24.5 | 0 | 2 |
| Role of Employee Retention in a Comprehensive Talent Management Strategy | 24.5 | 0 | 2 |
| Changes in Human Resource Practices in large Rapid Growth Firms in the Indian Software Services Industry | 24.5 | 0 | 2 |
| HR Transformation: Building Human Resources from the outside in | 24.5 | 0 | 2 |
| HR Analytics in IBM: Employee Engagement Index and the Digital Learning Marketplace | 24.5 | 0 | 2 |
| Facilitating Leadership Development: Executive Coaching, a Framework | 24.5 | 0 | 2 |
| Employee Relations: The Hamartia of Human Resource Professionals in India | 24.5 | 0 | 2 |
| Role of Human Resource Managers in Employee Relations - Competency, Attitude, and Top Management Expectations | 24.5 | 0 | 2 |
| Challenges of Global HR Systems Implementations | 24.5 | 0 | 2 |
| Executive Coaching for Leadership Development at Top Management Level - A Practitioner's Experience | 24.5 | 0 | 2 |
| Human resource management in Australian hospitals: the role of controls in influencing the effectiveness of performance management systems | 24.5 | 0 | 2 |
| IMPACT OF SUCCESSION PLANNING ON DEVLOPMENT OF HUMAN RESOURCES FOR ACHIEVING SUSTAINBILITY OF EGYPTIAN ECONOMIC INSTITUTIONS | 24.5 | 0 | 2 |
| Effect of Leadership Development Activities on Employee Retention in Kenyan Multinational Enterprises: A Case Study of Unilever Kenya Ltd | 24.5 | 0 | 2 |
| A Validation Study of The Korean Job Embeddedness Scale for employee retention strategy | 24.5 | 0 | 2 |
| Strategy for Reducing Employee Turnover Intention: The Influence of Organizational Culture and Work Environment as Mediated by Job Satisfaction | 24.5 | 0 | 2 |
| Talent Management and Employee Retention: An Integrative Research Framework | 24.5 | 0 | 2 |
| Beyond Agency Theory: Resource-based value creation by private equity firms | 24.5 | 0 | 2 |
| A SYSTEMATIC REVIEW OF THE DUE DILIGENCE STAGE OF MERGERS AND ACQUISITIONS: TOWARDS A CONCEPTUAL FRAMEWORK | 24.5 | 0 | 2 |
| Talent Rising; people analytics and technology driving talent acquisition strategy | 24.5 | 0 | 2 |
| Human Resource Management and Employee Engagement in Nepalese Commercial Banks | 24.5 | 0 | 2 |
| New Mexico Public Employee Labor Relations Board | 24.5 | 0 | 2 |
| Impact of Employee Engagement and Organizational Culture in High Performing Accredited University of Saudi Arabia | 24.5 | 0 | 2 |
| Human resource development practices and employee engagement: the mediating role of organizational commitment | 24.5 | 0 | 2 |
| Applying HR analytics to talent management | 24.5 | 0 | 2 |
| The Effect of Talent Management on Organizational Effectiveness in Healthcare Sector | 24.5 | 0 | 2 |
| Human capital differentiation: toward human resource systems differentiation | 24.5 | 0 | 2 |
| The Impact of Knowledge Documentation Process as an Intermediary Variable among Knowledge Acquisition Process, Organizational Culture and Human Capital | 24.5 | 0 | 2 |
| Human Capital, Innovation Awareness, Social Responsibility, and Human Resource Success | 24.5 | 0 | 2 |
| Development of the Recruiting Process According to Talent Management Conception (a Telecommunication Company Experiense) | 24.5 | 0 | 2 |
| The Influence of Organizational Development and Organizational Culture on Performance | 24.5 | 0 | 2 |
| A Study on Talent Management Practices for Succession Planning with Reference to Selected IT/ ITES Organizations in Coimbatore, Tamil Nadu | 24.5 | 0 | 2 |
| The Effect Of Organizational Culture, Work Discipline, Quality Of Human Resources In Increasing Motivation | 24.5 | 0 | 2 |
| Development of knowledge management system for determining organizational culture in micro, small and medium enterprises using organizational culture assessment instrument | 24.5 | 0 | 2 |
| Impact of Strategic Human Resource Management Practices on Employee Retention | 24.5 | 0 | 2 |
| Role of Employee Engagement as a Mediation of The Relationship Between Psychological Empowerment and Human Resource Practices on Job Satisfaction | 24.5 | 0 | 2 |
| Strategic human resource management and public employee retention | 24.5 | 0 | 2 |
| Employee engagement, positive organizational culture and individual adaptability | 24.5 | 0 | 2 |
| Individualized employee engagement or collaborative employee relations: insights on leadership strategies to manage employees in the UK market | 24.5 | 0 | 2 |
| Impact of talent management practices on employee retention - an empirical study in select IT companies with special reference to Chennai | 24.5 | 0 | 2 |
| Analysis of the Impact of Human Resource Optimization on Supply Chain Efficiency Based on Performance Management | 24.5 | 0 | 2 |
| The value creation effects of mergers and acquisitions: Evidence from the JSE Securities Exchange South Africa | 24.5 | 0 | 2 |
| The Influence of Organizational Culture and Social Capital on the Organizational Effectiveness of Government Offices: Mediating Effects of Resilience and Public Service Motivation | 24.5 | 0 | 2 |
| Effect of the management system of human capital and organizational culture for bahavioral results | 24.5 | 0 | 2 |
| Practitioner Response: Planning for the Future: Leadership Development and Succession Planning in Education | 24.5 | 0 | 2 |
| The impact of manager training on employee turnover intentions | 24.5 | 0 | 2 |
| THE ESSENCE AND ROLE OF THE DUE DILIGENCE IN MERGERS AND ACQUISITIONS PROJECTS | 24.5 | 0 | 2 |
| The Impact of Human Resource Development (HRD) Practices on Organizational Effectiveness: A Review | 24.5 | 0 | 2 |
| Assessing value creation of HR consultants on e-consulting implementation | 24.5 | 0 | 2 |
| Human resource, financial market development and economic growth in Saudi Arabia: a role of human capital | 24.5 | 0 | 2 |
| Does Human Capital of Chief Human Resources Officers Make a Difference? | 24.5 | 0 | 2 |
| Human capital in top management teams seen through the lens of senior human resources managers | 24.5 | 0 | 2 |
| Effect of talent management practices on talent retention in higher educational institutions of Nepal | 24.5 | 0 | 2 |
| Human Capital Management: An Emerging Human Resource Management Practice | 24.5 | 0 | 2 |
| Role of Talent Retention in Reducing Employee Turnover | 24.5 | 0 | 2 |
| Effect of Competence on Organizational Citizenship Behavior and Performance Management: The Impact on Organizational Effectiveness | 24.5 | 0 | 2 |
| Transforming Talent Management: The Journey to E-Human Resources Excellence | 24.5 | 0 | 2 |
| The effectiveness of human resource management practices on increasing organizational performance and the mediating effect of employee engagement | 24.5 | 0 | 2 |
| Human Resource Management Practices for Effective Organizational Change: A Review of Research in Western and Non-Western Countries | 24.5 | 0 | 2 |
| The Impact of Human Resource Management Practices on Employee Retention: An Exploratory Study, NCR, India | 24.5 | 0 | 2 |
| The Influence of Organizational Change and Culture on Organizational Effectiveness of Senior Nursing Agencies in Taiwan: Using a Moderator of Investment for Cloud Computing Technologies | 24.5 | 0 | 2 |
| The Convergence of Organizational Culture, Structure and Human Capital Performance: A Conceptual Analysis | 24.5 | 0 | 2 |
| Private equity portfolio company fees | 24.5 | 0 | 2 |
| Research on the Relationship between Human Resource Management Practices and Employee Retention in Chinese Overseas Enterprise Evidence from Huawei in Senegal | 24.5 | 0 | 2 |
| A closer examination of how human resource management systems impact social and human capital in organisations | 24.5 | 0 | 2 |
| Organizational Culture Analysis Using The Organizational Culture Assessment Instrument (OCAI) Method At PT Ruby Starindo East Lombok Branch | 24.5 | 0 | 2 |
| INNOVATIVE MANAGEMENT STRATEGIES IN CONTEMPORARY ORGANIZATIONS: A REVIEW: ANALYZING THE EVOLUTION AND IMPACT OF MODERN MANAGEMENT PRACTICES, WITH AN EMPHASIS ON LEADERSHIP, ORGANIZATIONAL CULTURE, AND CHANGE MANAGEMENT | 24.5 | 0 | 2 |
| The Influence of Organizational Culture on Employee Engagement: The Role of Organizational Commitment As An Intervening Variable | 24.5 | 0 | 2 |
| Mediating role of organizational commitment in the relationship between human resource management practices and employee engagement | 24.5 | 0 | 2 |
| Reviewing the Literature of the Effect of Talent Management on Organizational Effectiveness | 24.5 | 0 | 2 |
| Bundling Human Capital with Organizational Context: The Impact of International Assignment Experience on Multinational Firm Performance and CEO Pay | 24.5 | 0 | 2 |
| The Effect of Non-Financial Incentives on Employee Engagement and Employee Retention | 24.5 | 0 | 2 |
| The Effectivity of SAP Human Capital Management for Human Resources Information System Learning | 24.5 | 0 | 2 |
| 3 Merger and Acquisition Transactions and Executive Compensation: A Review of the Empirical Evidence | 24.5 | 0 | 2 |
| TALENT ACQUISITION IN HUMAN RESOURCE MANAGEMENT FOR DELOITTE SUCCESS | 24.5 | 0 | 2 |
| A CLOSER EXAMINATION OF HOW HUMAN RESOURCE MANAGEMENT SYSTEMS IMPACT SOCIAL AND HUMAN CAPITAL IN ORGANIZATIONS | 24.5 | 0 | 2 |
| Online Appendix for Human Capital Relatedness and Mergers and Acquisitions | 24.5 | 0 | 2 |
| Effects of Organizational Culture, Transformational Leadership and Transactional Leadership on Organizational Effectiveness - Comparing Military Hospitals with Civil Hospitals | 24.5 | 0 | 2 |
| The Organisational Justice as a Human Resources Management Practice and its Impact on Employee Engagement: The case of the Prefecture of Attica (Greece) | 24.5 | 0 | 2 |
| Competing Through Employee Engagement: A Strategic Perspective of Human Resources Agenda | 24.5 | 0 | 2 |
| OCB lecturers EFFECTS OF LEADERSHIP EFFECTIVENESS, ORGANIZATIONAL CULTURE, TEAM COHESIVENESS, AND ORGANIZATIONAL COMMITMENT ON LECTURER ORGANIZATIONAL CITIZENSHIP BEHAVIOR IN IKIP PGRI PONTIANAK -WEST KALIMANTAN | 24.5 | 0 | 2 |
| Exploring the connection among employee performance, employee retention, and employee engagement within higher education institutions (HEIs) | 24.5 | 0 | 2 |
| Investigating the Moderating Role of Paternalistic Leadership in the Relationship between Talent Management Practices and Employee Engagement A Case of : Five star Hotels in Egypt | 24.5 | 0 | 2 |
| A Study on Employee Engagement and its Impact on Organizational Effectiveness among IT Companies in Iraq | 24.5 | 0 | 2 |
| The Role of Organizational Culture Adaptation and Job Satisfaction in Mediating Effects of Human Resource Flexibility on Employee Performance | 24.5 | 0 | 2 |
| Human capital and sustainable university: Mediating role of sustainable human resource management in Indonesia | 24.5 | 0 | 2 |
| The Impact of Organizational Culture, Conflict Management, and Procedural Justice towards Normative Commitment of Human Resource at Stakpn Tarutung | 24.5 | 0 | 2 |
| Explore the relationship between human resource management practices and the consequences for emotional labor of insurance agents in the Jordanian insurance industry | 24.5 | 0 | 2 |
| The Role of Talent Management in the Relationships between Employee Engagement: A Study of GLCs | 24.5 | 0 | 2 |
| Workforce planning: one of the most challenging HR compliance issues for 2018 | 24.5 | 0 | 2 |
| An Empirical Study on the Causal Relationship between Organizational Culture, Leadership, and Organizational Effectiveness: Focusing on Government-funded R&D Organizations | 24.5 | 0 | 2 |
| The impact of organizational culture and human resource development practice on knowledge transfer performance through the mediation of knowledge assets | 24.5 | 0 | 2 |
| Green human resource management and organizational efficiency among local assemblies: role of process innovation and knowledge sharing | 24.5 | 0 | 2 |
| Research on Data Governance and Data Migration based on Oracle Database Appliance in campus | 24.5 | 0 | 2 |
| Daya Anagata Nusantara Investment Management Agency | 24.5 | 0 | 2 |
| Q131845973 | 24.5 | 0 | 2 |
| Q131852901 | 24.5 | 0 | 2 |
| Empyrean Benefit Solutions | 24.5 | 0 | 2 |
| Q132168427 | 24.5 | 0 | 2 |
| Kodaikanal Observatory Bulletin | 24.5 | 0 | 2 |
| Jaye Connolly-LaBelle | 24.5 | 0 | 2 |
| jason pistulka | 24.5 | 0 | 2 |
| Q136154113 | 24.5 | 0 | 2 |
| Q136286047 | 24.5 | 0 | 2 |
| Gender Pay Equity Analytics: A Case Study of a Large Multinational Company | 24.5 | 0 | 2 |
| Q136950027 | 24.5 | 0 | 2 |
| Q136950028 | 24.5 | 0 | 2 |
| World HRD Congress | 24.5 | 0 | 2 |
| Robbin Schuchmann | 24.5 | 0 | 2 |
| Global employment solutions: a taxonomy of EOR, PEO, global payroll, and contractor of record | 24.5 | 0 | 2 |
| Li-Ann Pagès | 24.5 | 0 | 2 |
| The Science of Organizational Change | 24.5 | 0 | 2 |
| Müslüm Başer | 24.5 | 0 | 2 |
| Change Management Review | 24.5 | 0 | 2 |
| Adaptive Adoption | 24.5 | 0 | 2 |
| Cleverfy | 24.5 | 0 | 2 |
| The Power House | 24.5 | 0 | 2 |
| Schooling as Human Capital or a Signal: Some Evidence | 24.5 | 0 | 2 |
| Doing Comparable Worth: Gender, Class and Pay Equity. | 24.5 | 0 | 2 |
| On Dogmatism in Human Capital Theory | 24.5 | 0 | 2 |
| The Human Resource Architecture: Toward a Theory of Human Capital Allocation and Development | 24.5 | 0 | 2 |
| Executive Relocations | 24.5 | 0 | 2 |
| Executive Relocations Africa | 24.5 | 0 | 2 |
| Social Bricolage: Theorizing Social Value Creation in Social Enterprises | 24.5 | 0 | 2 |
| Examining the Human Resource Architecture: The Relationships Among Human Capital, Employment, and Human Resource Configurations | 24.5 | 0 | 2 |
| Are There Increasing Returns to the Intergenerational Production of Human Capital? Maternal Schooling and Child Intellectual Achievement | 24.5 | 0 | 2 |
| Occupation Segregation: A Defense of Human Capital Predictions | 24.5 | 0 | 2 |
| Trilly Corp | 24.5 | 0 | 2 |
| Keye | 24.5 | 0 | 2 |
| Interrupted Work Careers: Depreciation and Restoration of Human Capital | 24.5 | 0 | 2 |
| CXE Inc. | 24.5 | 0 | 2 |
| KiTalent | 24.5 | 0 | 2 |
| Talent Acquisition Partners Srl | 24.5 | 0 | 2 |
| Talent Acquisition Partners (CY) Ltd | 24.5 | 0 | 2 |
| Sangoo | 24.5 | 0 | 2 |
| Q140447166 | 24.5 | 0 | 2 |
| Helen Yeulet | 24.5 | 0 | 2 |
| The Adecco Group | 24.0 | 1 | 1 |
| National Labor Relations Board | 24.0 | 1 | 1 |
| Great Place To Work | 24.0 | 1 | 1 |
| Hay Group | 24.0 | 1 | 1 |
| International Association for Human Resource Information Management | 24.0 | 1 | 1 |
| Kronos Incorporated | 24.0 | 1 | 1 |
| Taleo | 24.0 | 1 | 1 |
| The Segal Company | 24.0 | 1 | 1 |
| TriNet HR Services | 24.0 | 1 | 1 |
| Wage and Hour Division | 24.0 | 1 | 1 |
| Glassdoor | 24.0 | 1 | 1 |
| Hewitt Associates | 24.0 | 1 | 1 |
| Heidrick & Struggles | 24.0 | 1 | 1 |
| Zenefits | 24.0 | 1 | 1 |
| Human Resources Research Organization | 24.0 | 1 | 1 |
| activpayroll | 24.0 | 1 | 1 |
| NLRB election report | 24.0 | 1 | 1 |
| Human Resource Department Management Report | 24.0 | 1 | 1 |
| Hubstaff Time | 24.0 | 1 | 1 |
| Hubstaff Desk | 24.0 | 1 | 1 |
| Hubstaff Field | 24.0 | 1 | 1 |
| Human Resource Certification Institute | 24.0 | 1 | 1 |
| Hi Bob | 24.0 | 1 | 1 |
| LHH | 24.0 | 1 | 1 |
| The Journal of Total Rewards | 24.0 | 1 | 1 |
| RemoFirst | 24.0 | 1 | 1 |
| People Managing People | 24.0 | 1 | 1 |
| EY Entrepreneurial Winning Women | 24.0 | 1 | 1 |
| The Chronicle of Higher Education | 23.9 | 6 | 0 |
| Oracle CRM | 23.9 | 6 | 0 |
| Lockton Companies | 23.9 | 6 | 0 |
| SAP ERP | 22.0 | 5 | 0 |
| Oracle Database | 22.0 | 5 | 0 |
| Crowe Mikhailenko | 22.0 | 5 | 0 |
| Data Analytics for Machine Learning | 22.0 | 5 | 0 |
| Deloitte | 19.7 | 4 | 0 |
| Mayo Clinic | 19.7 | 4 | 0 |
| HCA Healthcare | 19.7 | 4 | 0 |
| Oracle E-Business Suite | 19.7 | 4 | 0 |
| CareSource | 19.7 | 4 | 0 |
| Rollo | 19.7 | 4 | 0 |
| JDeveloper | 17.0 | 3 | 0 |
| Jakarta EE | 17.0 | 3 | 0 |
| PricewaterhouseCoopers | 17.0 | 3 | 0 |
| United States Department of Labor | 17.0 | 3 | 0 |
| Oracle SQL Developer | 17.0 | 3 | 0 |
| SAP NetWeaver Business Intelligence | 17.0 | 3 | 0 |
| Arthur J. Gallagher & Co. | 17.0 | 3 | 0 |
| Employees' Compensation Appeals Board | 17.0 | 3 | 0 |
| Hub International | 17.0 | 3 | 0 |
| Datalogix | 17.0 | 3 | 0 |
| IBM Bluemix | 17.0 | 3 | 0 |
| Willis Towers Watson | 17.0 | 3 | 0 |
| G2 | 17.0 | 3 | 0 |
| Oracle ERP Cloud | 17.0 | 3 | 0 |
| Oracle Cloud Platform | 17.0 | 3 | 0 |
| Mercury | 17.0 | 3 | 0 |
| Lodestar Center for Philanthropy and Nonprofit Innovation | 17.0 | 3 | 0 |
| James M. Smedley | 17.0 | 3 | 0 |
| Wikimedia Foundation | 15.5 | 0 | 1 |
| Michelle Bachelet | 15.5 | 0 | 1 |
| Dubai | 15.5 | 0 | 1 |
| education | 15.5 | 0 | 1 |
| Infosys | 13.5 | 2 | 0 |
| Cornell University | 13.5 | 2 | 0 |
| Gallup | 13.5 | 2 | 0 |
| Roland Berger | 13.5 | 2 | 0 |
| Xerox | 13.5 | 2 | 0 |
| SPSS | 13.5 | 2 | 0 |
| Harvard Business Review | 13.5 | 2 | 0 |
| The Hartford | 13.5 | 2 | 0 |
| Ernst & Young | 13.5 | 2 | 0 |
| KPMG | 13.5 | 2 | 0 |
| Small Business Administration | 13.5 | 2 | 0 |
| American Federation of State, County and Municipal Employees | 13.5 | 2 | 0 |
| LexisNexis | 13.5 | 2 | 0 |
| Hogan Lovells | 13.5 | 2 | 0 |
| Baker Hughes | 13.5 | 2 | 0 |
| Forrester | 13.5 | 2 | 0 |
| Bloomberg Businessweek | 13.5 | 2 | 0 |
| Equinix | 13.5 | 2 | 0 |
| IBM Informix | 13.5 | 2 | 0 |
| Forvis Mazars | 13.5 | 2 | 0 |
| Kellogg School of Management | 13.5 | 2 | 0 |
| CICS | 13.5 | 2 | 0 |
| IBM Rational DOORS | 13.5 | 2 | 0 |
| SlideShare | 13.5 | 2 | 0 |
| National Fire Protection Association | 13.5 | 2 | 0 |
| Rational Rhapsody | 13.5 | 2 | 0 |
| Oracle Application Server | 13.5 | 2 | 0 |
| IBM Power Systems | 13.5 | 2 | 0 |
| Siebel Systems | 13.5 | 2 | 0 |
| Bloomberg Terminal | 13.5 | 2 | 0 |
| CPLEX | 13.5 | 2 | 0 |
| Vantive | 13.5 | 2 | 0 |
| CartaX | 13.5 | 2 | 0 |
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| Oracle BlueKai Data Management Platform | 13.5 | 2 | 0 |
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| SAP S/4HANA | 13.5 | 2 | 0 |
| Institute for Mergers, Acquisitions and Alliances | 13.5 | 2 | 0 |
| Forbes 30 Under 30 | 13.5 | 2 | 0 |
| Oracle Cloud | 13.5 | 2 | 0 |
| CaosDB - Research Data Management for Complex, Changing, and Automated Research Workflows | 13.5 | 2 | 0 |
| Open Access to Scientific Research Can Save Lives | 13.5 | 2 | 0 |
| National Low Income Housing Coalition | 13.5 | 2 | 0 |
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| bidirectional encoder representations from transformers | 13.5 | 2 | 0 |
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| SPARQL Generation: an analysis on fine-tuning OpenLLaMA for Question Answering over a Life Science Knowledge Graph | 13.5 | 2 | 0 |
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| SOC 2 | 13.5 | 2 | 0 |
| Forbes Best-In-State Wealth Advisor | 13.5 | 2 | 0 |
| Forbes Top 250 Wealth Advisor | 13.5 | 2 | 0 |
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| Java | 8.5 | 1 | 0 |
| Spanish Wikipedia | 8.5 | 1 | 0 |