Line management involvement in performance appraisal work

IF 2.7 3区 管理学 Q2 INDUSTRIAL RELATIONS & LABOR
Daniel Tyskbo
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引用次数: 8

Abstract

Two research questions are asked in this paper: RQ1. How does line management involvement in PA work unfold in practice? RQ2. How does line management involvement contribute toward any divergence arising between intended and implemented PA work?,An in-depth case study from a multi-actor perspective based on interviews with HR managers, line managers and employees, and organizational documents.,The findings illustrate how line managers faced three types of complexities during implementation, i.e. dilemmas, understandings, and local adaptations. These jointly contributed to a divergence arising between the PA as intended and the PA as implemented. This divergence became associated with how line management involvement was restricted to the local context and the initial stages of the PA process, highlighting how HR practices can contain both devolved and non-devolved elements.,We respond to calls for more in-depth qualitative studies of how line managers are involved in HR work; this is done specifically by conceptualizing the complexities line managers face in practice when implementing HR practices. As such, we add to the understanding of HR practices as relational and social in nature. We also contribute to the processual understanding of HRM by highlighting how HR practices can contain both devolved and non-devolved elements. By stressing the limitations of binary conceptualizations of HR devolution, we add to the understanding of HR devolution as more complex and multifaceted than traditionally assumed.
直线管理层参与绩效评估工作
本文提出了两个研究问题:RQ1。在实践中,部门管理人员是如何参与PA工作的?RQ2。部门管理人员的参与是如何导致预期和实施PA工作之间出现分歧的?基于对人力资源经理、直线经理和员工的访谈以及组织文件,从多参与者的角度进行深入的案例研究。研究结果说明了部门经理在实施过程中如何面临三种类型的复杂性,即困境、理解和本地适应。这些共同导致了预期的行动纲领和执行的行动纲领之间的分歧。这种分歧与部门管理的参与如何被限制在当地环境和PA过程的初始阶段有关,突出了人力资源实践如何包含下放和非下放的元素。我们响应对直线经理如何参与人力资源工作进行更深入定性研究的呼吁;具体来说,这是通过概念化直线经理在实施人力资源实践时所面临的复杂性来实现的。因此,我们增加了对人力资源实践本质上是关系和社会的理解。我们还通过强调人力资源实践如何包含下放和非下放的元素,为人力资源管理的过程理解做出贡献。通过强调人力资源下放二元概念化的局限性,我们增加了对人力资源下放的理解,认为它比传统假设的更复杂、更多方面。
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
Employee Relations
Employee Relations Multiple-
CiteScore
6.50
自引率
8.80%
发文量
69
期刊介绍: ■Communication, participation and involvement ■Developments in collective bargaining ■Equal opportunities ■Health and safety ■HRM ■Industrial relations and employment protection law ■Industrial relations management and reform ■Organizational change and people ■Personnel and recruitment ■Quality of working life
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