طراحی و تبیین مدل تأثیرگذاری وظایف مدیریت منابع انسانی بر بازارگرایی عملکرد سازمانی

منابع فارسی

1-ابزاری، مهدی، رنجبریان، بهرام، فتحی، سعید و قربانی، حسن، (1388). تأثیر بازاریابی داخلی بر بازارگرایی و عملکرد سازمانی در صنعت هتلداری، چشم اندازمدیریت، شماره 31، 42-25.

2-دسلر، گری، (1381)، مبانی مدیریت منابع انسانی، (ترجمه پارسائیان، علی و اعرابی، سید محمد)، چاپ دوم، تهران، دفتر پژوهش­های فرهنگی.

3-هومن، حیدر علی، (1387)، مدل یابی معادلات ساختاری با کاربرد نرم افزار لیزرل، چاپ دوم، تهران، انتشارات سمت.

منابع انگلیسی

1-Albert, M, and Nora, l. (2008). Market Orientation and Business Economic Performance a Mediated Model, Department of Psychology, University of Barcelona, Barcelona, 14 (3), 284-299.

2-Anderson, E. W. & Sullivan, M. W. (1993). The antecedents and consequences of customer satisfaction for firms. Journal of  Marketing Science,12(2), 25– 43.

3-Barney, J. B. (2001). Is the resource based view a useful perspective for strategic management research? Yes. Academy of Management Review,26(1), 41 –58.

4-Barrett, A, & O’Connell, P. J. (2001). Does training generally work? The returns to incompany training. Industrial and Labor Relations Review, 54, 647-662.

5-Beverland, M. B., & Lindgreen, A. (2007). Implementing market orientation in industrial firms: A multiple case study, Industrial Marketing Management, 33,  430-442.

6-Chang, E. (2005). Employee’s overall perception of HRM effectiveness. Human Relations, 58(4), 523-544

7-Chen, C. J., & Huang, J. W. (2009). Strategic human resource practices and innovation performance - The mediating role of knowledge management capacity. J  of Business Research, 62  104–114.

8-Chen, S., & Quester, P. G. (2009). A value-based perspective of market orientation and customer service. A value-based perspective of market orientation and customer service. Journal of Business Research ,16, 197-206.

9-Ching Lin, T. Chih Huang, C. (2009). Understanding social loafing in knowledge contribution from the perspectives of justice and trust, Expert Systems with Applications, 36, 6156–6163.

10-Collins, C. J., & Clark, K. D. (2006). Strategic human resource practices, top management team social networks, and firm performance: the role of human resource in creating organizational competitive advantage. Acad Manage J. 46(6):74–51.

11-Czaplewski,A.,& Ferguson, J., & Milliman, J. (2001). Southwest Airlines: How Internal Marketing Pilots Success. Marketing Management, 10, 14-17.

12-Day, G.S. (1994), The Capabilities of Market-driven Organizations, Journal of Marketing, 58 (4), 37-52.

13-Denison, D. R. (1990). Corporate culture and organizational effectiveness. New York: Wiley.

14-Fornell, C., & Larcker, D., Structural equation models with unobservable variables and measurement error, Journal of Marketing Research, 18(1), (1981), 39-50.

15-Gary, F. T., & Terry, A. B., (2003),  Determinants of the relative advantage of a structured SDM during the adoption stage of implementation, Information Technology and Management, 20, 409–428.

16-Glynn, M. A. (1996). Innovative genius: a framework for relating individual and organizational intelligences to innovation. Acad Manage J . 21(4): 108–111.

17-Guchait, P. (2007). Human resource management practices and organizational commitment and intention to leave: The mediating role of perceived organizational support and psychological contracts (dissertation). Retrieved from ProQuest Dissertations and Theses database. (UMI No.  1459323)

18-Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998). Multivariate Data Analysis. Upper Saddle River: Prentice Hall.

19-Harris, L. C, & Piercy, N. F. (1997). Market orientation is free: the real costs of becoming market-led. Manage Decis, 35(1):33 - 79.

20-Harris, L. C. & Ogbonna, E. (2001). Strategic human resource management, market orientation, and organizational performance, 51: 157– 166.

21-Harris, S. O. & Mossholder, K. W. (1996). The Affective Implications of Perceived Congruence With Culture Dimensions During Organizational Transformation, Journal of Management, 22(4), 27-47.

22-Hooley, G. I., Greenley, G. E., Cadogan, J. W. & Fahy, J. (2005). The performance impact of marketing resources, Journal of Business Research, 58, 58-17.

23-Hulland, J. (1999). Use of partial least square (PLS) in strategic management research: a review of four recent studies. Strateg Manage, 20, 195–204.

24-Hurley, R. F., & Hult, G. M.(1998).  Innovation,market orientation, and organizational learning: an integration and empirical examination. J Mark . 62(3):42–54.

25-Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38, 635-672.

26-Jaworski, B. J. & Kohli, A. K. (1993), Marketing orientation: antecedents and consequences, Journal of Marketing, 57, 53-70.

27-Jiménez-Jiménez, D., & Sanz-Valle, R. (2005). Innovation and human resource management  fit: an empirical study. Int J Manpow . 26(4): 64–81.

28-Korhonen, S. S.(2009). Micro-foundations of market orientation: Influencing non-marketing managers customer information processing. Harvard Business Review, 11, 21– 39.

29-Kotter, J. P. (2001). What leaders really do. Harvard Business Review,79(11):85–96.

30-Lauria, E. J. M., & Duchessi, P. J. (2007). A methodology for developing Bayesian networks: An application to information technology (IT) implementation. European Journal of Operational Research, 179(1), 234–252.

31-Laursen, K., & Foss, N. J.(2003). New human resource management practices, complementarities, and the impact on innovation performance. Camb J Econ . 27(2): 43–63.

32-Liljander, V., Polsa, P., & van Riel, A. (2009). Modelling consumer responses to an apparel store brand: Store image as a risk reducer, Journal of Retailing and Consumer Services, 16, 281–290.

33-MacDuffie, J. P.(1995).  Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the world auto industry. Ind Labor Relat Rev, 48(2):197–221.

34-Madsen, A. S, & Ulhøi, J. (2005). Technology innovation, human resources and dysfunctional integration. Int J Manpow. 26(6):488–501.

35-Mumford, M. D. (2000). Managing creative people: strategies and tactics for innovation. Hum Resour Manage Rev . 10(3):31–51.

36-Noe, R. A., Hollenbeck, J. R. Gerhart, B., & Wright, P. M. (2000). Human Resource Management: Gaining a Competitive Advantage. Boston: Mc Graw Hill.

37-Samad, S. (2006). Predicting turnover intentions: The case of Malaysian government doctors. Journal of American Academy of Business, Cambridge, 8(2), 113-119.

38-Schuler, R. S., Jackson, S. E. (1987). Linking competitive strategy with human resource management practices. Acad Manage Exec, 1(3):207- 190.

39-Slater, S. & Narver, J. (2001). Market Orientation at the Beginning of a New Millennium, Managing Service Quality, 11(4): 230-232.

40-Wen, W. S. (2010). Linking Bayesian networks and PLS path modeling for causal analysis. Expert Systems with Applications, 37: 134–139.

41-Wixom, B. H., & Watson, H. J. (2001). An empirical investigation of the factors affecting data warehousing success. MIS Quarterly, 25(1), 17–41.