{"title":"Implications of frames of reference for strategic human resource management research: Opportunities and challenges","authors":"Kaifeng Jiang, Wei Shi, Xin Wen","doi":"10.1111/irel.12304","DOIUrl":null,"url":null,"abstract":"<p>Budd, Pohler, and Huang's (<i>Industrial Relations: A Journal of Economy and Society</i> 2022) proposed a theory of (mis)matched frames of reference to explain how managers’ and employees’ frames of reference regarding employment relationships may influence the use of human resource (HR) practices and help to explain the HR outcomes and conflicts observed in practice. We concur with Budd et al. that frames of reference provide a valuable and unique approach to studying employment relations and HR systems but have not received much attention. Therefore, we aim to extend their theory of (mis)matched frames of reference to strategic human resource management (HRM) research. We begin this commentary with a summary of their theoretical framework. We then introduce the background of strategic HRM and propose opportunities of applying frames of reference to advance strategic HRM research. Moreover, we discuss challenges of and considerations for using their framework in strategic HRM research.</p>","PeriodicalId":47700,"journal":{"name":"Industrial Relations","volume":"61 3","pages":"303-313"},"PeriodicalIF":2.4000,"publicationDate":"2022-03-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"2","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Industrial Relations","FirstCategoryId":"91","ListUrlMain":"https://onlinelibrary.wiley.com/doi/10.1111/irel.12304","RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"INDUSTRIAL RELATIONS & LABOR","Score":null,"Total":0}
引用次数: 2
Abstract
Budd, Pohler, and Huang's (Industrial Relations: A Journal of Economy and Society 2022) proposed a theory of (mis)matched frames of reference to explain how managers’ and employees’ frames of reference regarding employment relationships may influence the use of human resource (HR) practices and help to explain the HR outcomes and conflicts observed in practice. We concur with Budd et al. that frames of reference provide a valuable and unique approach to studying employment relations and HR systems but have not received much attention. Therefore, we aim to extend their theory of (mis)matched frames of reference to strategic human resource management (HRM) research. We begin this commentary with a summary of their theoretical framework. We then introduce the background of strategic HRM and propose opportunities of applying frames of reference to advance strategic HRM research. Moreover, we discuss challenges of and considerations for using their framework in strategic HRM research.
Budd, Pohler, and Huang的(Industrial Relations: A Journal of economic and Society, 2022)提出了一个(不匹配)参考框架理论来解释管理者和员工关于雇佣关系的参考框架如何影响人力资源(HR)实践的使用，并有助于解释实践中观察到的人力资源结果和冲突。我们同意Budd等人的观点，即参考框架为研究雇佣关系和人力资源系统提供了一种有价值且独特的方法，但尚未得到太多关注。因此，我们的目标是将他们的(不匹配)参考框架理论扩展到战略人力资源管理(HRM)研究中。我们以对他们的理论框架的总结开始这篇评论。然后，我们介绍了战略人力资源管理的背景，并提出了应用参考框架来推进战略人力资源管理研究的机会。此外，我们讨论了在战略人力资源管理研究中使用他们的框架的挑战和考虑因素。
期刊介绍：
Corporate restructuring and downsizing, the changing employment relationship in union and nonunion settings, high performance work systems, the demographics of the workplace, and the impact of globalization on national labor markets - these are just some of the major issues covered in Industrial Relations. The journal offers an invaluable international perspective on economic, sociological, psychological, political, historical, and legal developments in labor and employment. It is the only journal in its field with this multidisciplinary focus on the implications of change for business, government and workers.
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