Bridging the research-practice gap in modern human resource management

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2025-01-22 DOI:10.1016/j.hrmr.2025.101076

Jaap Paauwe, Karina Van De Voorde

引用次数: 0

Abstract

As an applied field of management, human resource management (HRM) scholars strive to impact practice, which is still considered a major challenge. This paper focuses on how academic work can be meaningfully integrated with modern HRM practice by showing how rigorous academic work can successfully inform HRM in practice and how scholars and practitioners can co-create rigorous and relevant HRM knowledge. In particular, we illustrate how theoretical insights connected to the shaping, implementation, embeddedness, impact, and effectiveness of HRM practices are helpful in addressing core questions related to progress in a practical way, well-being, and performance at work. In addition, we show how HRM scholars and practitioners can collectively develop knowledge about emerging HRM topics through co-sponsored PhD research. We conclude by reflecting upon the role of academia and practice in bridging the HRM's science-practice gap.

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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.