Table Of Content

Available online at www.sciencedirect.com Human Resource SCIENCE @ernccr Pergamon Management Human Resource Management Review Review 13 (2003) 709-712 www.socscinet.com/bam/humres Author & Title Indexes Volume 13, 2003 Note: Numbers in parenthesis indicate issue number in Volume 13 AUTHORS/TITLES Cropanzano, Russell. Procedural justice and organizational staffing: a tale of two Ashford, Susan J. Robbing Peter to pay Paul: paradigms (1):7—39 Feedback environments and enacted Ensley, Michael D. Top management team priorities in response to competing task process, shared leadership, and new demands (4):537—559 venture performance: a_ theoretical Audia, Pino G. Benefiting from negative model and research agenda (2): feedback (4):63 1-646 329-346 Baron, Robert A. See Markman Fedor, Donald B. See Herold Bennington, Lynne. Human resource man- Feldman, Daniel C. The antecedents and agement in Indonesia (3):373—392 consequences of early career indecision Berkson, Howard M. Erratum to “The among young adults (3):499—531 recruitment interview process: persua- Ferris, Gerald R. See Berkson sion and organization reputation pro- Gilliland, Stephen W. Why we do the things motion in competitive labor markets” we do: a discussion and analysis of {[Hum. Resour. Manage. Rev. 12 (2002) determinants of just treatment in layoff 359-375] (2):365 implementation decisions (1):59—83 Blader, Steven L. What constitutes fairness Godwin, Jeffrey L. See Neck in work settings? A four-component Greenberg, Jerald. Creating unfairness by model of procedural justice (1):107— mandating fair procedures: the hidden 126 hazards of a pay-for-performance plan Burton, James P. Lions, tigers and alley cats: (1):41-57 HRM’s role in Asian business develop- Greller, Martin M. Managing feedback ment (3):487—498 systems to facilitate change in acquis- Butler, John E. See Burton itions: The introduction of a model and Chen, Julie J. See Heilman explanation of it’s application (4):647— Chiu, Warren C.K. Employee stock owner- 673 ship plans and organizational integra- Habir, Ahmad D. See Bennington tion among workers in the People’s Harris, Michael M. See Berkson Republic of China (3):407—421 Harrison, David A. Context and consistency Collins, Christopher J. See Shane in absenteeism: studying social and 1053-4822/$ — see front matter © 2003 Elsevier Inc. All rights reserved. doi: 10.1016/S1053-4822(03)00068-8 Human Resource Management Review 13 (2003) 709-712 dispositional influences across multiple Northcraft, Gregory. See Ashford settings (2):203—225 Nouri, Hossein. See Neck Heilman, Madeline E. Entrepreneurship as O’Leary-Kelly, Anne M. The implications of a solution: the allure of self-employ- performance feedback research for ment for women and minorities (2): understanding antisocial work behavior 347-364 (4):605—629 Herold, David M. Individual differences in Othman, Rozhan. On developing the infor- feedback propensities and training per- mated work place: HRM issues in formance (4):675—689 Malaysia (3):393—406 Jimeno, Diana I. See Martocchio Pearce, Craig L. See Ensley Johns, Gary. How methodological diversity Pearson, Allison. See Ensley has improved our understanding of Phan, Phillip H. See Lee absenteeism from work (2):157—184 Price, Kenneth H. See Harrison Kwong, Jessica Y.Y. See Leung Renn, Robert W. Moderation by goal Lee, Soo-Hoon. Impact of the Asian eco- commitment of the feedback—per- nomic crisis on training intentions and formance relationship: Theoretical ex- outcomes (3):467—486 planation and preliminary study (4): Lepak, David P. See Liu 561-580 Leung, Kwok. Human resource management Rentsch, Joan R. What does unit-level practices in international joint ventures absence mean? Issues for future unit- in mainland China: a justice analysis level absence research (2):185—202 (1):85—105 Robinson, Patricia A. The embeddedness of , Wei. Matching leadership styles with Japanese HRM practices: The case of employment modes: strategic human recruiting (3):439—465 resource management perspective (1): Schepers, Donald H. See Gilliland 127-152 Shane, Scott. Entrepreneurial motivation Locke, Edwin A. See Shane (2):257-279 Locke, Edwin A. See Audia Sims, Jr., Henry P. See Liu Markman, Gideon D. Person—entrepreneur- Steel, Robert P. See Rentsch ship fit: why some people are more Steel, Robert P. Methodological and opera- successful as entrepreneurs than others tional issues in the construction of (2):281-—301 absence variables (2):243—251 Martocchio, Joseph J. Employee absentee- Takeuchi, Riki. See Liu ism as an affective event (2):227—241 Tan, Gilbert Y.W. See Lee Mowday, Richard T. See Burton Teh, Cony. See Othman Neck, Christopher P. How self-leadership Tyler, Tom R. See Blader affects the goal-setting process (4): VandeWalle, Don. A goal orientation model 691-707 of feedback-seeking behavior (4): Newman, Joanna L. See O’Leary-Kelly 581-604 Nguyen, Thang V. Managing change in Vecchio, Robert P. Entrepreneurship and Vietnamese state-owned enterprises: leadership: common trends and com- What is the best strategy? (3): mon threads (2):303—327 423-438 Wright, Thomas A. See Cropanzano Human Resource Management Review 13 (2003) 709-712 711 TITLES/AUTHORS Human resource management in Indonesia Bennington, Lynne (3):373—392 A goal orientation model of feedback- Human resource management practices in seeking behavior VandeWalle, Don international joint ventures in mainland (4):581-—604 China: a justice analysis Leung, Kwok Benefiting from negative feedback Audia, (1):85—105 Pino G. (4):631-—646 Impact of the Asian economic crisis on Context and consistency in absenteeism: training intentions and outcomes Lee, studying social and dispositional influ- Soo-Hoon (3):467—486 ences across multiple settings Harrison, Individual differences in feedback propen- David A. (2):203—225 sities and training performance Herold, Creating unfairness by mandating fair proce- David M. (4):675—689 dures: the hidden hazards of a pay-for- Lions, tigers and alley cats: HRM’s role in performance plan Greenberg, Jerald. Asian business development Burton, (1):41-—57 James P. (3):487—498 Employee absenteeism as an affective event Managing change in Vietnamese state-owned Martocchio, Joseph J. (2):227—241 enterprises: What is the best strategy? Employee stock ownership plans and organ- Nguyen, Thang V. (3):423-—438 izational integration among workers Managing feedback systems to facilitate in the People’s Republic of China change in acquisitions: The introduc- Chiu, Warren C.K. (3):407—421 tion of a model and explanation of it’s Entrepreneurial motivation Shane, Scott application Greller, Martin M. (4): (2):257-279 647-673 Entrepreneurship and leadership: common Matching leadership styles with employ- trends and common threads Vecchio, ment modes: strategic human resource Robert P. (2):303-—327 management perspective Liu, Wei (1): Entrepreneurship as a solution: the allure 127-152 of self-employment for women and Methodological and operational issues in the minorities Heilman, Madeline E. (2): construction of absence variables Steel, 347-364 Robert P. (2):243-—251 Erratum to “The recruitment interview Moderation by goal commitment of the process: persuasion and organization feedback—performance relationship: reputation promotion in competitive Theoretical explanation and prelimi- labor markets” [Hum. Resour. Manage. nary study Renn, Robert W. (4): Rev. 12. (2002) 359-375] Berkson, 561-580 Howard M. (2):365 On developing the informated work place: How methodological diversity has improved HRM issues in Malaysia Othman, our understanding of absenteeism from Rozhan (3):393-—406 work Johns, Gary (2):157—184 Person—entrepreneurship fit: why some peo- How self-leadership affects the goal-set- ple are more successful as entrepre- ting process Neck, Christopher P. (4): neurs than others Markman, Gideon D. 691-707 (2):281-301 712 Human Resource Management Review 13 (2003) 709-712 Procedural justice and organizational staffing: Top management team process, shared lead- a tale of two paradigms Cropanzano, ership, and new venture performance: a Russell (1):7—39 theoretical model and research agenda Robbing Peter to pay Paul: Feedback envi- Ensley, Michael D. (2):329-—346 ronments and enacted priorities in What constitutes fairness in work settings? A response to competing task demands four-component model of procedural Ashford, Susan J. (4):537—559 justice Blader, Steven L. (1):107—126 The antecedents and consequences of early What does unit-level absence mean? Issues career indecision among young adults for future unit-level absence research Feldman, Daniel C. (3):499-—531 Rentsch, Joan R. (2):185—202 The embeddedness of Japanese HRM prac- Why we do the things we do: a discussion and tices: The case of recruiting Robinson, analysis of determinants of just treat- Patricia A. (3):439—465 ment in layoff implementation deci- The implications of performance feedback sions Gilliland, Stephen W. (1):59—83 research for understanding antisocial work behavior O’Leary-Kelly, Anne M. (4):605—629