rarity, and resources 90
Ray, L. J. 116
real options theory 102
reciprocity, and psychological contracts 136
recruitment:
and changing practices in293 4
and contingency eVects295 6
and cultural diversity519 20
and deWnition of 273
and equal employment opportunity
policies262 6
and future empirical research293 4
and future theory development291 3
and importance of 273
and Internet recruitment293 4
and management practice294 5
and methodological problems281 2
and micro HRM 2
and organizational context282 91
advertising/reputation 290
autonomous strategy283 7
capital intensity 289
competitive strategy 290
evaluation of practices 289
Wrm size 288
Xexible strategies 287
impact on eVectiveness288 9
innovative strategy 283
institutional inXuences289 90
labor market conditions 288
muddling through strategy 287
networks289 90
organization type287 8
recruitment of experienced labor 288
recruitment strategies283 7
retaliatory/defensive actions290 1
status quo strategy 287
and organizational eVectiveness 281 , 294
compensation policy276 80
corporate advertising 280
corporate social performance 280
evaluation of practices 276
recruitment intensity 276
and regulatory environment 274
and remuneration policy and staV
turnover349 50, 357
and resource based view ofWrm275 82
competitive advantage275 6
methodological problems with 281
and selection273 4
and strategic features of 274
and utility analysis 275
see alsoselection
Redman, T. 545
Reed, M. 115 , 116 , 119 ,452 3, 455 , 459
Reeves, T. 99 , 573
Reich, R. B. 212 , 451
Reichers, A. E. 390
Reichheld, F. F. 441
Reilly, R. R. 293
Reinartz, W. 442
reinforcement theory, and pay incentives 346
relational contracts 134
Relles, D. A. 564
remuneration:
and Costco Wholesale Corporation344 5
and disagreements over compensation
policy 345 ,358 9
and internalWt 399
and micro HRM 2
and pay eVects 345
and pay form/system 345
eVects of350 1
impact on staVturnover349 50
incentive eVects346 9
sorting eVects349 50
and pay level 345
above market rates356 7
eVects of356 8
eYciency wage hypothesis356 7
impact on staVturnover 357
and pay structure 346 ,351 2
basis of pay 346 ,354 5
eVects of 355
pay dispersion 346 ,352 4
and pay for performance 345 ,348 9
New Public Management477 8
sorting eVects349 50
and recruitment276 80
resource based view ofWrm 69 , 71
and competitive advantage89 90,91 2, 222
and criticisms of 90
and HR performance links546 7
and human capital 158
and internalWt387 8
and recruitment275 82
competitive advantage275 6
methodological problems 281index 649