Redefining concepts to build theory: A repertoire for conceptual innovation

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2023-09-03 DOI:10.1016/j.hrmr.2023.100988

Omar N. Solinger , Stefan Heusinkveld , Joep P. Cornelissen

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Abstract

Defining and redefining theoretical concepts is an essential part of HRM research, but its role in the theorizing process is still poorly understood. While concept redefinition practices are often dismissed as a scholarly malpractice (‘concept proliferation’) by methodologists, we argue that concept redefinition enhances the health of a literature if one makes a theoretical contribution. To learn what this entails, we first explore the various philosophical motivations for why and how concept definitions are reformulated, changed, and improved. This culminates in a general framework and a vocabulary of ten different opportunities for making theoretical contributions via conceptual redefinition, using the concept of charisma as an illustrative case. From our analysis we induce that concept redefinition is both inevitable and necessary as a form of theory development and conceptual maintenance in many fields of inquiry. We discuss the implications of our framework as being a methodological ‘repertoire’ that, we hope, spurs both useful and novel concept redefinitions that help maintain a healthy HRM literature.

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重新定义概念以建立理论:概念创新的曲目

定义和重新定义理论概念是人力资源管理研究的重要组成部分，但其在理论化过程中的作用仍然知之甚少。虽然概念重新定义实践经常被方法论学家视为学术弊端(“概念扩散”)，但我们认为，如果一个人做出理论贡献，概念重新定义可以增强文献的健康。为了了解这需要什么，我们首先探讨了概念定义为什么以及如何被重新表述、改变和改进的各种哲学动机。这最终形成了一个总体框架和十种不同机会的词汇表，通过概念重新定义做出理论贡献，使用魅力的概念作为说明案例。从我们的分析中我们得出，概念重新定义作为理论发展和概念维护的一种形式，在许多研究领域都是不可避免的和必要的。我们讨论了我们的框架的含义，作为一种方法论的“剧目”，我们希望，刺激有用的和新颖的概念重新定义，帮助维持一个健康的人力资源管理文献。

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.