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Book Categories |
Ch. 1 | Introduction | 1 |
Ch. 2 | The Five Factors | 16 |
Ch. 3 | Consistent HR Practices: The Whole Can Be More than the Sum of the Parts | 38 |
Ch. 4 | Employment and Economics | 62 |
Ch. 5 | Employment as a Social Relation | 95 |
Ch. 6 | Voice: Unions and Other Forms of Employee Representation | 118 |
Ch. 7 | Employment, Society, and the Law | 153 |
Ch. 8 | Internal Labor Markets | 167 |
Ch. 9 | High-Commitment HRM | 189 |
Ch. 10 | Performance Evaluation | 210 |
Ch. 11 | Pay for Performance | 243 |
Ch. 12 | Compensation Systems: Forms, Bases, and Distribution of Rewards | 284 |
Ch. 13 | Job Design | 313 |
Ch. 14 | Staffing and Recruitment | 338 |
Ch. 15 | Training | 369 |
Ch. 16 | Promotion and Career Concerns | 404 |
Ch. 17 | Downsizing | 421 |
Ch. 18 | Outsourcing | 446 |
Ch. 19 | HRM in Emerging Companies | 471 |
Ch. 20 | Organizing HR | 503 |
App. A | Transaction Cost Economics | 537 |
App. B | Reciprocity and Reputation in Repeated Interactions | 548 |
App. C | Agency Theory | 566 |
App. D | Adverse Selection and Market Signaling | 577 |
Index | 587 |
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