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  • 1. Baker, T. (2014). Attracting and retaining talent: Becoming an employer of choice. London: Palgrave Macmillan.
  • 2. Hamel, G. (2011). Three forces disrupting management.
  • 3. The psychological contract is explained more fully in Chapter 12. In short, the psychological contract is the unwritten expectations employees and employers have of each other in the workplace.
  • 4. Meyer, J., & Allen, N. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1 (1), Spring, 61—89.
  • 5. Meyer, J.P., & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human Resource Management Review, 11, 299-332.
  • 6. Eisenberger, R., Fasolo, P, & Davis-La Mastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75, 51-59.

Shore, L.M., & Wayne, S.J. (1993). Commitment and employee behaviour: Comparison of affective and continuance commitment with perceived organizational support. Journal of Applied Psychology, 78, 774-780.

Wayne, S.J., Shore, L.M., & Liden, R.C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40, 82-111.

  • 7. Colvin, G. (2012). How to fix a great American business. http://fortune. com/2012/11/05/how-to-fix-a-great-american-business/
  • 8. Middlemiss, N. (2015). Encouraging the elusive work-life balance—Are we all talk? worklife-balance--are-we-all-talk-196257.aspx
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