An HRM perspective on workplace commitment: Reconnecting in concept, measurement and methodology

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2022-12-01 DOI:10.1016/j.hrmr.2021.100891

Yvonne G.T. van Rossenberg , David Cross , Juani Swart

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引用次数: 0

Abstract

Workplace commitment is viewed as an important mechanism connecting HRM practices with organizational outcomes, including performance. For this reason, commitment has emerged as one of the most significant and voluminous areas in HRM studies. Yet some of the key advances in the wider field of commitment have not been incorporate in studies of commitment in the HRM field. This is problematic as the body of work on commitment may develop separately from HRM research, wherein which the construct is so central. We seek to rectify this disconnected development through a systematic literature review which is targeted on three key threads, i.e., (1) definition and conceptual meaning, (2) multiple targets of commitment, and (3) the dynamics of commitment. These three threads are then connected to measurement and methodology, together providing the basis for a ‘toolkit’ for future research on commitment in HRM studies. Our review advances the field of commitment research in HRM by providing much needed conceptual, theoretical and methodological clarification, and by providing ways of bridging the gap and stimulating further research in this area.

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职场承诺的人力资源管理视角:概念、测量和方法的重新连接

工作场所承诺被视为连接人力资源管理实践与组织成果(包括绩效)的重要机制。因此，承诺已成为人力资源管理研究中最重要和最广泛的领域之一。然而，在更广泛的承诺领域的一些关键进展尚未纳入人力资源管理领域的承诺研究。这是有问题的，因为关于承诺的工作主体可能与人力资源管理研究分开发展，而人力资源管理研究的结构是如此重要。我们试图通过系统的文献综述来纠正这种脱节的发展，该综述针对三个关键线索，即(1)定义和概念意义，(2)承诺的多个目标，以及(3)承诺的动态。然后将这三个线程连接到测量和方法，共同为人力资源管理研究中承诺的未来研究提供“工具包”的基础。我们的综述通过提供急需的概念、理论和方法上的澄清，并通过提供弥合差距和刺激该领域进一步研究的方法，推进了人力资源管理承诺研究领域。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.