Advertisement

Theoretische Perspektiven des Personalmanagements

  • Ruth Stock-Homburg
  • Matthias Groß
Chapter

Zusammenfassung

Die Lernziele dieses Kapitels: Die Leser überblicken die zentralen theoretisch-konzeptionellen Ansätze mit grundlegender Relevanz für das Personalmanagement. Die Leser können die Bedeutung ausgewählter ökonomischer Ansätze für die Gestaltung des Personalmanagements einordnen. Die Leser überblicken die zentralen verhaltenswissenschaftlichen Ansätze, die einen Erklärungsbeitrag für die Gestaltung des Personalmanagements liefern.

Literatur

  1. Adams, J. (1963). Toward an understanding in inequity. Journal of Abnormal Social Psychology, 67(5), 422–436.CrossRefGoogle Scholar
  2. Adams, J. (1965). Inequity in social exchange. In L. Berkowitz (Hrsg.), Advances in experimental social psychology (2. Aufl., S. 267–299). New York: Academic Press.CrossRefGoogle Scholar
  3. Akdere, M., & Yilmaz, T. (2006). Team performance based compensation plans: Implications for human resources and quality improvement from agency theory perspective. International Journal of Human Resources Development and Management, 6(1), 77–91.CrossRefGoogle Scholar
  4. Al Rawashdeh, E. T. (2013). Organizational justice and its impact upon job performance in the jordanian customs department. International Management Review, 9(2), 29–35.Google Scholar
  5. Alchian, A., & Demsetz, H. (1972). Production, information costs and economic organization. American Economic Review, 62(5), 777–795.Google Scholar
  6. Alderfer, C. (1969). An empirical test of a new theory of human needs. Organizational Behavior and Human Performance, 4(2), 142–175.CrossRefGoogle Scholar
  7. Alderfer, C. (1972). Existence, relatedness, and growth: Human needs in organizational settings. New York: Free Press.Google Scholar
  8. Alfes, K., Truss, C., Soane, E. C., Rees, C., & Gatenby, M. (2013). The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement. Human Resource Management, 52(6), 839–859.CrossRefGoogle Scholar
  9. Allen, N., & Meyer, J. (1990). The measurement and antecedents of affective, continuance, and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18.CrossRefGoogle Scholar
  10. Ambrose, M., & Kulik, C. (1999). Old friends, new faces: Motivation research in the 1990s. Journal of Management, 25(3), 231–292.CrossRefGoogle Scholar
  11. Amyx, D., & Alford, B. (2005). The effects of salesperson need for achievement and sales manager leader reward behavior. Journal of Personal Selling and Sales Management, 25(4), 345–359.Google Scholar
  12. Arif, M., & Urooj, S. F. (2016). Impact of employees performance appraisal on job outcomes with the moderation of distributive justice. International Journal of Global Business, 9(2), 30–51.Google Scholar
  13. Arraya, M. M., & Porfírio, J. A. (2017). Training delivery methods as source of dynamic capabilities: The case of sports’ organisations. European Journal of Training And Development, 41(4), 354–372.CrossRefGoogle Scholar
  14. Atkinson, J. (1957). Motivational determinants of risk-taking behavior. Psychological Review, 64((6), Part 1), 359–372.CrossRefGoogle Scholar
  15. Austin, W., & Walster, E. (1975). Equity with the world: The transrelational effects of equity and inequity. Sociometry, 38(4), 474–496.CrossRefGoogle Scholar
  16. Axelrod, R. (1987). Die Evolution der Kooperation. München: Oldenbourg.Google Scholar
  17. Backes-Gellner, U., & Wolff, B. (2001). Personalmanagement. In P.-J. Jost (Hrsg.), Die Prinzipal-Agenten-Theorie in der Betriebswirtschaftslehre (S. 395–437). Stuttgart: Schäffer-Poeschel.Google Scholar
  18. Bagozzi, R. (1980). Performance and satisfaction in an industrial sales force: An examination of their antecedents and simultaneity. Journal of Marketing, 44(2), 65–77.CrossRefGoogle Scholar
  19. Bamberger, I., & Wrona, T. (1996). Der Ressourcenansatz und seine Bedeutung für die Strategische Unternehmensführung. Zeitschrift für betriebswirtschaftliche Forschung, 48(2), 130–152.Google Scholar
  20. Barkema, H., & Gomez-Mejia, L. (1998). Managerial compensation and firm performance: A general research framework. Academy of Management Journal, 41(2), 135–145.Google Scholar
  21. Barnard, C. (1970). Die Führung großer Organisationen. Essen: Girardet.Google Scholar
  22. Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99–120.CrossRefGoogle Scholar
  23. Barreto, I. (2010). Dynamic capabilities: A review of past research and an agenda for the future. Journal of Management, 36(1), 256–280.CrossRefGoogle Scholar
  24. Bayón, T. (1997). Neuere Mikroökonomie und Marketing: Eine wissenschaftstheoretisch geleitete Analyse. Wiesbaden: Springer Gabler.CrossRefGoogle Scholar
  25. Becker, F., & Kramarsch, M. (2006). Leistungs- und erfolgsorientierte Vergütung für Führungskräfte. In H. Schuler, R. Hossiep, M. Kleinmann & W. Sarges (Hrsg.), Praxis der Personalpsychologie Human Resource Management kompakt, Band 11 (S. 1–89). Göttingen: Hogrefe.Google Scholar
  26. Behrman, D., & Perreault, W. (1982). Measuring the performance of industrial salespersons. Journal of Business Research, 10(3), 355–370.CrossRefGoogle Scholar
  27. Beit-Hallahmi, B. (1980). Achievement motivation and economic growth: A replication. Personality and Social Psychology Bulletin, 6(2), 210–215.CrossRefGoogle Scholar
  28. Beltrán-Martín, I., Roca-Puig, V., Escrig-Tena, A., & Bou-Llusar, J. C. (2009). Internal labour flexibility from a resource-based view approach: Definition and proposal of a measurement scale. International Journal of Human Resource Management, 20(7), 1576–1598.CrossRefGoogle Scholar
  29. Berscheid, E., Boye, D., & Walster, E. (1975). Retaliation as a means of restoring equity. Journal of Personality and Social Psychology, 10(4), 370–376.CrossRefGoogle Scholar
  30. Bingley, P., & Westergaard-Nielsen, N. (2004). Personnel policy and profit. Journal of Business Research, 57(5), 557–563.CrossRefGoogle Scholar
  31. Biswas, S., & Kapil, K. (2017). Linking perceived organizational support and organizational justice to employees’ in-role performance and organizational cynicism through organizational trust: A field investigation in India. Journal of Management Development, 36(5), 696–711.CrossRefGoogle Scholar
  32. Bluen, S., Barling, J., & Burns, W. (1990). Predicting sales performance, job satisfaction, and depression by using the achievement strivings and impatience-irritability dimensions of Type A behavior. Journal of Applied Psychology, 75(2), 212–216.CrossRefGoogle Scholar
  33. Boxall, P., & Steeneveld, M. (1999). Human resource strategy and competitive advantage: A longitudinal study of engineering consultancies. Journal of Management Studies, 36(4), 443–464.CrossRefGoogle Scholar
  34. Boyatzis, R. (1973). Affiliation motivation. In D. McClelland & R. Steele (Hrsg.), Human motivation: A book of readings (S. 252–276). Morristown: General Learning Press.Google Scholar
  35. Boyatzis, R. (1984). The need for close relationships and the manager’s job. In D. Kolb, I. Rubin & J. McIntyre (Hrsg.), Organizational psychology: Readings on human behaviour in organizations (S. 81–86). Prentice Hall: Englewood Cliffs.Google Scholar
  36. Brockner, J., Greenberg, J., Brockner, A., Bortz, J., Davy, J., & Carter, C. (1986). Layoffs, equity theory, and work performance: Further evidence of the impact of survivor guilt. Academy of Management Journal, 29(2), 373–384.Google Scholar
  37. Brown, S. (1996). A meta-analysis and review of organizational research on job involvement. Psychological Bulletin, 120(2), 235–256.CrossRefGoogle Scholar
  38. Cakar, F., Bitici, Ü., & Mac Bryde, J. (2003). A business process approach to human resource management. Business Process Management Journal, 9(2), 190–207.CrossRefGoogle Scholar
  39. Campbell, J., & Pritchard, R. (1976). Motivation theory in industrial and organizational psychology. In M. Dunnette (Hrsg.), Handbook of industrial and organizational psychology (S. 63–130). Chicago: Rand McNally.Google Scholar
  40. Chadwick, C., & Dabu, A. (2009). Human resources, human resource management, and the competitive advantage of firms: Toward a more comprehensive model of causal linkages. Organization Science, 20(1), 253–272.CrossRefGoogle Scholar
  41. Coff, R. (1997). Human assets and management dilemmas: Coping with hazards on the road to resource-based theory. Academy of Management Review, 22(2), 374–402.CrossRefGoogle Scholar
  42. Colquitt, J., & Greenberg, G. (2003). Organizational justice: A fair assessment of the state of the literature. In J. Greenberg (Hrsg.), Organizational behavior: The state of the science (2. Aufl., S. 165–210). Mahwah: Erlbaum.Google Scholar
  43. Colquitt, J., Conlon, D., Wesson, M., Porter, C., & Ng, K. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86(3), 425–445.CrossRefGoogle Scholar
  44. Coyle-Shapiro, J., Morrow, P., Richardson, R., & Dunn, S. (2002). Using profit sharing to enhance employee attitudes: A longitudinal examination of the effects on trust and commitment. Human Resource Management, 41(4), 423–439.CrossRefGoogle Scholar
  45. Cropanzano, R., Rupp, D., Mohler, C., & Schminke, M. (2001). Three roads to organizational justice. Research in Personnel and Human Resources Management, 20, 1–113.CrossRefGoogle Scholar
  46. De Feyter, T., Guerry, M., & Komarudin (2017). Optimizing cost-effectiveness in a Stochastic Markov manpower planning system under control by recruitment. Annals of Operations Research, 253(1), 117–131.CrossRefGoogle Scholar
  47. De Kok, J., & Uhlaner, L. (2001). Organization context and human resource management in the small firm. Small Business Economics, 17(4), 273–291.CrossRefGoogle Scholar
  48. Deckop, J., Mangel, R., & Cirka, C. (1999). Getting more than you pay for: Organizational citizenship behavior and pay-for-performance. Academy of Management Journal, 42(4), 420–428.Google Scholar
  49. DeLeo, P., & Pritchard, R. (1974). An examination of some methodological problems in testing expectancy-valence models with survey techniques. Organizational Behavior and Human Performance, 12(1), 143–148.CrossRefGoogle Scholar
  50. Deutsch, M. (1985). Distributive justice. New Haven: Yale University Press.Google Scholar
  51. Dickmann, M., & Tyson, S. (2005). Outsourcing payroll: Beyond transaction-cost economics. Personnel Review, 34(4), 451–467.CrossRefGoogle Scholar
  52. Drumm, H. (2008). Personalwirtschaft (6. Aufl.). Berlin: Springer.Google Scholar
  53. Duncan, R. (1972). Characteristics of organizational environments and perceived environmental uncertainty. Administrative Science Quarterly, 17(3), 313–327.CrossRefGoogle Scholar
  54. Dyer, L., & Reeves, T. (1995). HR strategies and firm performance: What do we know and where do we need to go? International Journal of Human Resource Management, 6(3), 656–670.CrossRefGoogle Scholar
  55. Ebers, M., & Gotsch, W. (2006). Institutionenökonomische Theorien der Organisation. In A. Kieser & M. Ebers (Hrsg.), Organisationstheorien (6. Aufl., S. 247–296). Stuttgart: Kohlhammer.Google Scholar
  56. Edgar, F., & Geare, A. (2005). HRM practice and employee attitudes: Different measures different results. Personnel Review, 34(5), 534–549.CrossRefGoogle Scholar
  57. Efrat, K., Hughes, P., Nemkova, E., Souchon, A. L., & Sy-Changco, J. (2018). Leveraging of dynamic export capabilities for competitive advantage and performance consequences: Evidence from China. Journal of Business Research, 84, 114–124.CrossRefGoogle Scholar
  58. Eigler, J. (1996). Transaktionskosten als Steuerungsinstrument für die Personalwirtschaft. Frankfurt a. M.: Lang.Google Scholar
  59. Emde, M. (2004). Versicherungsmagazin – Vergütungsstudie 2004/2005. Wiesbaden: Springer Gabler.CrossRefGoogle Scholar
  60. Emerson, R. (1976). Social exchange theory. Annual Review of Sociology, 2, 335–362.CrossRefGoogle Scholar
  61. Festing, M., & Eidems, J. (2011). A process perspective on transnational HRM systems – A dynamic capability-based analysis. Human Resource Management Review, 21(3), 162–173.CrossRefGoogle Scholar
  62. Fey, C., & Björkman, I. (2001). The effect of human resource management practices on MNC subsidiary performance in Russia. Journal of International Business Studies, 32(1), 59–75.CrossRefGoogle Scholar
  63. Fischer, M., Hüser, A., Mühlenkamp, C., Schade, C., & Schott, E. (1993). Marketing und neuere ökonomische Theorie: Ansätze zu einer Systematisierung. Betriebswirtschaftliche Forschung und Praxis, 45(4), 444–470.Google Scholar
  64. Garavan, T., Shanahan, V., Carbery, R., & Watson, S. (2016). Strategic human resource development: Rowards a conceptual framework to understand its contribution to dynamic capabilities. Human Resource Development International, 19(4), 289–306.CrossRefGoogle Scholar
  65. Garnjost, P., & Wächter, H. (1996). Human resource management – Herkunft und Bedeutung. Die Betriebswirtschaft, 56(6), 791–808.Google Scholar
  66. Georgopoulus, B., Mahoney, C., & Jones, N. (1957). A path goal approach to productivity. Journal of Applied Psychology, 41(6), 345–353.CrossRefGoogle Scholar
  67. Gierl, H., & Stumpp, S. (2000). Erklärung und Beeinflussung von Referenzniveaus. Marketing – Zeitschrift für Forschung und Praxis, 22(4), 273–295.Google Scholar
  68. Gilley, K., Greer, C., & Rasheed, A. (2004). Human resource outsourcing and organizational performance in manufacturing firms. Journal of Business Research, 57(3), 232–240.CrossRefGoogle Scholar
  69. Gneezy, U., & Rustichini, A. (2000). Pay enough or don’t pay at all. The Quarterly Journal of Economics, 115(3), 791–810.CrossRefGoogle Scholar
  70. Goldman, B., Lewis, K., Masterson, S., & Taylor, M. (2000). Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships. Academy of Management Journal, 43(3), 738–748.Google Scholar
  71. Grant, R. (1991). The resource-based theory of competitive advantage: Implications for strategy formulation. California Management Review, 33(3), 119–135.CrossRefGoogle Scholar
  72. Greenberg, J. (1987). Reactions to procedural injustice in payment distributions: Do the means justify the ends? Journal of Applied Psychology, 72(1), 55–61.CrossRefGoogle Scholar
  73. Groß, M., Dorozalla, F., & Rödiger, K. (2019). Agile Rekrutierung. Personalauswahlinstrumente gehören auf den Prüfstand. Personalführung. Im Erscheinen.Google Scholar
  74. Guest, D. (1987). Human resource management and industrial relations. Journal of Management Studies, 24(5), 503–521.CrossRefGoogle Scholar
  75. Harel, G., & Tzafrir, S. (1999). The effect of human resource management practices on the perceptions of organizational and market performance of the firm. Human Resource Management, 38(3), 185–200.CrossRefGoogle Scholar
  76. Hatch, N., & Dyer, J. (2004). Human capital and learning as source of sustainable competitive advantage. Strategic Management Journal, 25(12), 1155–1178.CrossRefGoogle Scholar
  77. He, Z.-L., & Wong, P.-K. (2004). Exploration vs. exploitation: An empirical test of ambidexterity. Organization Science, 15, 481–494.CrossRefGoogle Scholar
  78. Herzberg, F. (1966). Work and the nature of man. Cleveland: The World Publishing.Google Scholar
  79. Herzberg, F. (1968). One more time: How do you motivate employees? Harvard Business Review, 46(1), 53–62.Google Scholar
  80. Herzberg, F., Mausner, B., & Snyderman, B. (1959). The motivation to work. New York: Wiley.Google Scholar
  81. Hewett, K., & Watson, S. (2006). A multi-theoretical model of knowledge transfer in organizations: Determinants of knowledge contribution and knowledge reuse. Journal of Management Studies, 43(2), 141–173.CrossRefGoogle Scholar
  82. Homans, G. (1958). Social behavior as exchange. American Journal of Sociology, 63(3), 597–606.CrossRefGoogle Scholar
  83. Hungenberg, H., & Wulf, T. (2011). Grundlagen der Unternehmensführung (4. Aufl.). Berlin: Springer.CrossRefGoogle Scholar
  84. Hunt, S., & Morgan, R. (1995). The comparative advantage theory of competition. Journal of Marketing, 59(2), 1–15.CrossRefGoogle Scholar
  85. Huselid, M. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635–672.Google Scholar
  86. Irle, M. (1975). Lehrbuch Sozialpsychologie. Göttingen: Hogrefe.Google Scholar
  87. Jensen, M., & Meckling, W. (1976). Theory of the firm: Managerial behavior, agency costs and ownership structure. Journal of Financial Economics, 3(4), 305–360.CrossRefGoogle Scholar
  88. Johnson, J., & O’Leary-Kelly, A. (2003). The effects of psychological contract breach and organizational cynicism: Not all exchange violations are created equal. Journal of Organizational Behavior, 24(5), 627–647.CrossRefGoogle Scholar
  89. Junni, P., Sarala, R. M., Taras, V., & Tarba, S. Y. (2013). Organizational ambidexterity and performance: A meta-analysis. The Academy of Management Perspectives, 27(4), 299–312.CrossRefGoogle Scholar
  90. Kanfer, R. (1990). Motivation theory and industrial and organizational psychology. In M. D. Dunnette & L. Hough (Hrsg.), Handbook of industrial and organizational psychology (S. 75–170). Palo Alto: Consulting Psychology Press.Google Scholar
  91. Klaas, B., McClendon, J., & Gainey, T. (1999). HR outsourcing and its impact: The role of transaction cost. Personnel Psychology, 52(1), 113–136.CrossRefGoogle Scholar
  92. Koch, M., & McGrath, R. (1996). Improving labor productivity: Human resource management policies do matter. Strategic Management Journal, 17(5), 335–354.CrossRefGoogle Scholar
  93. Koestner, R., & McClelland, D. C. (1992). The affiliation motive. In C. Smith (Hrsg.), Motivation and personality: Handbook of thematic content analysis (S. 205–210). New York: Cambridge University Press.CrossRefGoogle Scholar
  94. Kolesky, K. (2006). Management kultureller Integrationsprozesse bei grenzüberschreitenden Unternehmenszusammenschlüssen. Kassel: Kassel University Press.Google Scholar
  95. Konopaske, R., & Werner, S. (2002). Equity in non-North American contexts adapting equity theory to the new global business environment. Human Resource Management Review, 12(3), 405–419.CrossRefGoogle Scholar
  96. Korff, J., Biemann, T., & Voelpel, S. C. (2017). Human resource management systems and work attitudes: The mediating role of future time perspective. Journal of Organizational Behavior, 38(1), 45–67.CrossRefGoogle Scholar
  97. Kostopoulos, K., Papalexandris, A., Papachroni, M., & Ioannou, G. (2011). Absorptive capacity, innovation, and financial performance. Journal of Business Research, 64(12), 1335–1343.CrossRefGoogle Scholar
  98. Kralj, D. (2004). Vergütung von Beratungsdienstleistungen. Wiesbaden: Deutscher Universitäts-Verlag.CrossRefGoogle Scholar
  99. Kumar, V., Ravishanker, N., & Venkatesan, R. (2007). Multichannel shopping: Causes and consequences. Journal of Marketing, 71(2), 114–132.CrossRefGoogle Scholar
  100. Latham, G., & Pinder, C. (2005). Work motivation theory and research at the dawn of the twenty-first century. Annual Review of Psychology, 56(1), 485–516.CrossRefGoogle Scholar
  101. Laux, H. (1979). Grundfragen der Organisation. Berlin: Springer.CrossRefGoogle Scholar
  102. Laux, H., & Liermann, F. (2005). Grundlagen der Organisation (6. Aufl.). Berlin: Springer.Google Scholar
  103. Lavie, D. (2006). Capability reconfiguration: An analysis of incumbent responses to technological change. Academy of Management Review, 31, 153–174.CrossRefGoogle Scholar
  104. Lawler, E., & Thye, S. (1999). Bringing emotions into social exchange theory. Annual Review of Sociology, 25(2), 217–244.CrossRefGoogle Scholar
  105. Leventhal, G., & Bergman, J. (1969). Self-depriving behavior as a response to unprofitable inequity. Journal of Experimental Social Psychology, 5(2), 153–171.CrossRefGoogle Scholar
  106. Li, J. (2003). Strategic human resource management and MNEs’ performance in China. International Journal of Human Resource Management, 14(2), 157–173.CrossRefGoogle Scholar
  107. Liden, R., Shore, L., & Wayne, S. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40(1), 82–111.Google Scholar
  108. Locke, E. (1968). Toward a theory of task motivation and incentives. Organizational Behavior & Human Performance, 3(2), 157–189.CrossRefGoogle Scholar
  109. Locke, E. (1976). The nature and causes of job satisfaction. In M. Dunnette (Hrsg.), Handbook of industrial and organizational psychology (S. 1297–1349). Chicago: Rand McNally.Google Scholar
  110. Locke, E. (1996). Motivation through conscious goal setting. Applied and Preventive Psychology, 5(2), 117–124.CrossRefGoogle Scholar
  111. Locke, E., & Latham, G. (1990). A theory of goal setting and task performance. Englewood Cliffs: Prentice Hall.Google Scholar
  112. Locke, E., Shaw, K., Saari, L., & Latham, G. (1981). Goal setting and task performance: 1969–1980. Psychological Bulletin, 90(1), 125–152.CrossRefGoogle Scholar
  113. Lopez-Cabrales, A., Bornay-Barrachina, M., & Diaz-Fernandez, M. (2017). Leadership and dynamic capabilities: The role of HR systems. Personnel Review, 46(2), 255–276.CrossRefGoogle Scholar
  114. Lubatkin, M. H., Simsek, Z., Ling, Y., & Veiga, J. F. (2006). Ambidexterity and performance in small-to medium-sized firms: The pivotal role of top management team behavioral integration. Journal of Management, 32(5), 646–672.CrossRefGoogle Scholar
  115. Ma, L., Tsui, A., Wang, D., & Zhang, Y. (2003). Employment relationships and firm performance: Evidence from an emerging economy. Journal of Organizational Behavior, 24(5), 511–535.CrossRefGoogle Scholar
  116. Makin, P., Cooper, C., & Cox, C. (1996). Organizations and the psychological contract: Managing people at work. Oxford: BPS Blackwell.Google Scholar
  117. March, J., & Simon, H. (1958). Organizations. New York: Wiley.Google Scholar
  118. Marshik, T., Ashton, P. T., & Algina, J. (2017). Teachers’ and students’ needs for autonomy, competence, and relatedness as predictors of students’ achievement. Social Psychology of Education: An International Journal, 20(1), 39–67.CrossRefGoogle Scholar
  119. Maslow, A. (1943). A theory of human motivation. Psychological Review, 50(4), 370–396.CrossRefGoogle Scholar
  120. Maslow, A. (1954). Motivation and personality. New York: Harper & Row.Google Scholar
  121. Maslow, A. (1970). Motivation and personality (2. Aufl.). New York: Harper & Row.Google Scholar
  122. McClelland, D. (1951). Personality. New York: Holt.CrossRefGoogle Scholar
  123. McClelland, D. (1961). The achieving society. van Nostrand: Princeton.CrossRefGoogle Scholar
  124. McClelland, D. (1971). Assessing human motivation. New York: General Learning Press.Google Scholar
  125. McClelland, D. (1975). Power: The inner experience. New York: Irvington.Google Scholar
  126. McClelland, D. (1976). The achieving society. New York: Irving.Google Scholar
  127. McClelland, D., & Boyatzis, R. (1982). Leadership motive pattern and long-term success in management. Journal of Applied Psychology, 67(6), 737–743.CrossRefGoogle Scholar
  128. McClelland, D., & Burnham, D. (1976). Power is the great motivator. Harvard Business Review, 54(2), 100–110.Google Scholar
  129. McClelland, D., & Burnham, D. (2004). Macht motiviert. In S. Seeger (Hrsg.), Motivation: Was Manager und Mitarbeiter antreibt (S. 112–133). Frankfurt a. M: Redline.Google Scholar
  130. McClelland, D., & Koestner, R. (1992). The achievement motive. In S. Smith (Hrsg.), Motivation and personality: Handbook of thematic content analysis (S. 143–152). New York: Cambridge University Press.CrossRefGoogle Scholar
  131. McClelland, D., Atkinson, J., Clark, R., & Lowell, E. (1976). The achievement motive. New York: Irvington.Google Scholar
  132. Menne, M. (2000). Der Einfluss von Organisationsstrukturen auf Investitionsentscheidungen. Dortmund: Universität Dortmund. https://eldorado.uni-dortmund.de/bitstream/2003/2896/2/menneunt1.pdf. Zugegriffen am 19.02.2010.
  133. Murray, H. (1938). Explorations in personality. New York: Oxford University Press.Google Scholar
  134. o. V. (2009). Arbeitszufriedenheit – „Beschäftigte sind wenig motiviert“. FAZ.NET. http://www.faz.net/s/RubC43EEA6BF57E4A09925C1D802785495A/Doc~E2F027B0175B84108AD00331D0DFB44E5~ATpl~Ecommon~Scontent.html. Zugegriffen am 24.02.2010.
  135. Oechsler, W. (2011). Personal und Arbeit: Grundlagen des Human Resource Management und der Arbeitgeber-Arbeitnehmer-Beziehungen (9. Aufl.). München: Oldenbourg.CrossRefGoogle Scholar
  136. Pass, M. W., & Abshire, R. D. (2015). The importance of student effort and relationships with goals orientations and psychological needs. Academy of Educational Leadership Journal, 19(1), 15–30.Google Scholar
  137. Peteraf, M. (1993). The cornerstones of competitive advantage: A resource-based view. Strategic Management Journal, 14(2), 179–191.CrossRefGoogle Scholar
  138. Picot, A. (1982). Transaktionskostenansatz in der Organisationstheorie: Stand der Diskussion und Aussagewert. Die Betriebswirtschaft, 42(2), 267–284.Google Scholar
  139. Picot, A. (1991). Ökonomische Theorien der Organisation – Ein Überblick über neuere Ansätze und deren betriebswirtschaftliches Anwendungspotential. In D. Ordelheide, B. Rudolph & E. Büsselmann (Hrsg.), Betriebswirtschaftslehre und ökonomische Theorie (S. 143–167). Stuttgart: Schäffer-Poeschel.Google Scholar
  140. Pinder, C. (2008). Work motivation in organizational behavior (2. Aufl.). Upper Saddle River: Psychology Press.Google Scholar
  141. Pinnington, A., & Edwards, T. (2004). Introduction to human resource management. Oxford: Oxford University Press.Google Scholar
  142. Rasche, C., & Wolfrum, B. (1994). Ressourcenorientierte Unternehmensführung. Die Betriebswirtschaft, 54(4), 501–517.Google Scholar
  143. Robbins, S. (2001). Organisation der Unternehmung. München: Pearson.Google Scholar
  144. Roch, S., & Shanock, L. (2006). Organizational justice in an exchange framework: Clarifying organizational justice distinctions. Journal of Management, 32(2), 299–322.CrossRefGoogle Scholar
  145. Rodríguez, J., & Ventura, J. (2003). Human resource management systems and organizational performance: An analysis of the Spanish manufacturing industry. International Journal of Human Resource Management, 14(7), 1206–1226.CrossRefGoogle Scholar
  146. Şanal, M., Alpkan, L., Aren, S., Sezen, B., & Ayden, Y. (2013). Linking market orientation and ambidexterity to financial returns with the mediation of innovative performance. Journal of Economic and Social Research, 15(1), 31–54.Google Scholar
  147. Schmidt, L., & Frieze, I. (1997). A mediational model of power, affiliation, and achievement motives and product involvement. Journal of Business & Psychology, 11(4), 425–446.CrossRefGoogle Scholar
  148. Schmitt, D., & Marwell, G. (1972). Withdrawal and reward allocation as response to inequity. Journal of Experimental Social Psychology, 8(3), 207–221.CrossRefGoogle Scholar
  149. Schröder, K. (2003). Mitarbeiterorientierte Gestaltung des unternehmensinternen Wissenstransfers. Wiesbaden: Deutscher Universitäts-Verlag.CrossRefGoogle Scholar
  150. Schweizer, L., zu Knyphausen-Aufseß, D, & Ulscht, C. (2005). Outsourcing von Personalfunktionen: Eine (erneute) Bestandsaufnahme. Zeitschrift für Personalforschung, 19(1), 25–44.Google Scholar
  151. Simon, H. (1997). Administrative behavior (4. Aufl.). New York: Free Press.Google Scholar
  152. Soyer, R., Rovenpor, J., & Kopelman, R. (1999). Narcissism and achievement motivation as related to three facets of the sales role: Attraction, satisfaction, and performance. Journal of Business and Psychology, 14(2), 285–304.CrossRefGoogle Scholar
  153. Spremann, K. (1990). Asymmetrische Information. Zeitschrift für Betriebswirtschaftslehre, 60(5/6), 561–586.Google Scholar
  154. Staehle, W. (1999). Management: Eine verhaltenswissenschaftliche Perspektive (8. Aufl.). München: Vahlen.Google Scholar
  155. Steers, R., Mowday, R., & Shapiro, D. (2004). The future of work motivation theory. Academy of Management Review, 29(3), 379–387.Google Scholar
  156. Stock, R. (2003). Teams an der Schnittstelle zwischen Anbieter- und Kunden-Unternehmen: Eine integrative Betrachtung. Wiesbaden: Deutscher Universitäts-Verlag.CrossRefGoogle Scholar
  157. Stock, R. (2004). Erfolgsauswirkungen der marktorientierten Gestaltung des Personalmanagements. Zeitschrift für betriebswirtschaftliche Forschung, 56(5), 237–258.CrossRefGoogle Scholar
  158. Stock, R., & Krohmer, H. (2005). Interne Ressourcen als Einflussgrößen des internationalen Markenerfolgs: Ressourcenbasierte Betrachtung und empirische Analyse. Die Unternehmung, 59(1), 79–100.Google Scholar
  159. Stock, R., Totzauer, F., & Zacharias, N. (2014). A closer look at cross-functional R&D cooperation for innovativeness: Innovation-oriented leadership and human resource practices as driving forces. Journal of Product Innovation Management, 31(5), 924–938.CrossRefGoogle Scholar
  160. Stock-Homburg, R. (2008). Die Rolle des marktorientierten Personalmanagements im Rahmen der Umsetzung marktorientierter Strategien. Zeitschrift für betriebswirtschaftliche Forschung, 60(März), 124–152.CrossRefGoogle Scholar
  161. Stock-Homburg, R. (2012). Der Zusammenhang zwischen Mitarbeiter- und Kundenzufriedenheit: Direkte, indirekte und moderierende Effekte (5. Aufl.). Wiesbaden: Springer Gabler.Google Scholar
  162. Stock-Homburg, R. (2019). Zukunftsorientierung von Mitarbeitern und Führungskräften: Eine Typologie. Arbeitspapier des Arbeitskreises für Marktorientierte Unternehmensführung: Darmstadt: Technische Universität Darmstadt.Google Scholar
  163. Stock-Homburg, R., & Lukoschek, C. (2016). Dezentral, divers, verspielt. Organisation – Zukunft der Arbeitswelt. Personalmagazin, 7, 48–51.Google Scholar
  164. Stock-Homburg, R., & Lukoschek, C. (2019). Zukunftsfähigkeit messen und gestalten mit dem Future Work Navigator. In M. Groß, M. Müller-Wiegand & D. Pinnow (Hrsg.). Zukunftsfähige Unternehmensführung. Wiesbaden: Springer Gabler. Im Erscheinen.Google Scholar
  165. Stock-Homburg, R., Herrmann, L., & Bieling, G. (2009). Erfolgsrelevanz der Personalmanagement-Systeme: Ein Überblick über 17 Jahre empirische Personalforschung. Die Unternehmung, 63(1), 8–74.Google Scholar
  166. Stock-Homburg, R., Groß, M., & Roller, D. (2016). Agiltiät und Effizienz richtig ausbalancieren. Wettbewerbsvorteile durch integriertes Personalmanagement. Personalführung 7(8), 48–51.Google Scholar
  167. Stock-Homburg, R., Lukoschek, C., & Müller, S. (2017). Auf die Zukunft vorbereitet. Personalmagazin, 3, 14–18.Google Scholar
  168. Süß, S. (2004). Internationales Personalmanagement: Eine theoretische Betrachtung. München: Hampp.Google Scholar
  169. Sydow, J. (1992). Strategische Netzwerke. Evolution und Organisation. Wiesbaden: Springer Gabler.CrossRefGoogle Scholar
  170. Tamayo-Torres, J., Roehrich, J. K., & Lewis, M. A. (2017). Ambidexterity, performance and environmental dynamism. International Journal of Operations & Production Management, 37(3), 282–299.CrossRefGoogle Scholar
  171. Teece, D., Pisano, G., & Shuen, A. (1997). Dynamic capabilities and strategic management. Strategic Management Journal, 18(7), 509–533.CrossRefGoogle Scholar
  172. Thibaut, J., & Kelley, H. (1959). The social psychology of groups. New York: Wiley.Google Scholar
  173. Thielmann-Holzmeyer, C. (2002). Interne Bildung von Personalvermögen durch integratives Personalentwicklungsmarketing. Wiesbaden: Deutscher Universitäts-Verlag.CrossRefGoogle Scholar
  174. Truss, C. (2001). Complexities and controversies in linking HRM with organizational outcomes. Journal of Management Studies, 38(8), 1121–1149.CrossRefGoogle Scholar
  175. Úbeda-García, M., Claver-Cortés, E., Marco-Lajara, B., Zaragoza-Sáez, P., & García-Lillo, F. (2018). High performance work system and performance: Opening the black box through the organizational ambidexterity and human resource flexibility. Journal of Business Research, 88, 397–406.CrossRefGoogle Scholar
  176. Vinchur, A., Schippmann, J., Switzer, I., Fred, S., & Roth, P. (1998). A meta-analytic review of predictors of job performance for salespeople. Journal of Applied Psychology, 83(4), 586–597.CrossRefGoogle Scholar
  177. Vroom, V. (1964). Work and motivation. New York: Deutscher Universitäts-Verlag.Google Scholar
  178. Wahba, M., & Bridwell, L. (1976). Maslow reconsidered: A review of research on the need hierarchy theory. Organizational Behavior and Human Performance, 15(2), 212–240.CrossRefGoogle Scholar
  179. Wahrenburg, M., Hackethsal, A., Friedrich, L., & Gellrich, T. (2006). Strategic decisions regarding the vertical integration of human resource organizations. International Journal of Human Resource Management, 17(10), 1726–1771.CrossRefGoogle Scholar
  180. Wenger, E., & Terberger, E. (1988). Die Beziehung zwischen Agent und Principal als Baustein einer ökonomischen Theorie der Organisation. WiSt – Wirtschaftswissenschaftliches Studium, 17(10), 506–514.Google Scholar
  181. Wentges, P. (2002). Corporate Governance und Stakeholder-Ansatz. Wiesbaden: Deutscher Universitäts-Verlag.Google Scholar
  182. Wiggins, R. T., & Ruefli, T. W. (2005). Schumpeter’s ghost: Is hyper competition making the best of times shorter? Strategic Management Journal, 26, 887–911.CrossRefGoogle Scholar
  183. Williamson, O. (1975). Markets and hierarchies: Analysis and antitrust implications. New York: Free Press.Google Scholar
  184. Williamson, O. (1979). Transaction-cost economics: The governance of contractual relations. Journal of Law and Economics, 22(2), 233–261.CrossRefGoogle Scholar
  185. Williamson, O. (1985). The economic institutions of capitalism: Firms, markets, relational contracting. New York: Free Press.Google Scholar
  186. Williamson, O. (1990). Die ökonomischen Institutionen des Kapitalismus: Unternehmen, Märkte, Kooperationen. Tübingen: Mohr.Google Scholar
  187. Williamson, O. (1991a). Comparative economic organization: The analysis of discrete structural alternatives. Administrative Science Quarterly, 36(2), 269–296.CrossRefGoogle Scholar
  188. Williamson, O. (1991b). The economics of governance: Framework and implications. In E. Furubotn & R. Richter (Hrsg.), The new institutional economics (S. 54–82). Tübingen: Mohr.Google Scholar
  189. Williamson, O. (1996). Transaktionskostenökonomik (2. Aufl.). Hamburg: Lit.Google Scholar
  190. Winter, D. (1973a). The power motive. New York: Free Press.Google Scholar
  191. Winter, D. (1973b). The need for power. In D. McClelland & R. Steele (Hrsg.), Human motivation: A book of readings (S. 279–286). Morristown: General Learning Press.Google Scholar
  192. Wiswede, G. (2012). Einführung in die Wirtschaftspsychologie (5. Aufl.). München: Reinhardt.Google Scholar
  193. Yi, Y. J., & Park, K. H. (2015). Motivational needs on team performance of Korean nursing students. International Nursing Review, 62(1), 47–53.CrossRefGoogle Scholar
  194. Zenger, T., & Marshall, C. (2000). Determinants of incentive intensity in group-based rewards. The Academy of Management Journal, 43(2), 149–163.Google Scholar
  195. Zikic, J. (2015). Skilled migrants’ career capital as a source of competitive advantage: Implications for strategic HRM. International Journal of Human Resource Management, 26(10), 1360–1381.CrossRefGoogle Scholar

Copyright information

© Springer Fachmedien Wiesbaden GmbH, ein Teil von Springer Nature 2019

Authors and Affiliations

  • Ruth Stock-Homburg
    • 1
  • Matthias Groß
    • 2
  1. 1.Fachgebiet für Marketing und PersonalmanagementTechnische Universität DarmstadtDarmstadtDeutschland
  2. 2.FB WirtschaftRheinische Fachhochschule KölnKölnDeutschland

Personalised recommendations