国际和比较人力资源管理的概念和方法问题：从比较公共政策中汲取经验教训

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2024-02-07 DOI:10.1016/j.hrmr.2024.101015

Paul Higgins

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引用次数: 0

摘要

2016 年，《人力资源管理评论》（Human Resource Management Review）特刊建立了一个理论和实证发展框架，以解决趋同/分歧这一根本问题。该评论提出的一个耐人寻味的问题是，人们是否可以将比较人力资源管理（CHRM）与国际人力资源管理（IHRM）的对应流交叉起来，从而在理论和实证上使两者受益。本文探讨的也是类似的问题，只不过将目光投向了典型的背景驱动型比较公共政策（CPP）学科，而不是两个相邻的国际和比较学科。本文以国际人力资源管理中的标准化-趋同分歧和中国人力资源管理中的实践-分歧难题为中心，论证了比较公共政策学丰富的概念和方法论遗产如何有助于克服这两个领域中的紧张关系，同时提供了一些元分析回顾和未来研究建议。

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Conceptual and methodological issues in international and comparative HRM: Transferring lessons from comparative public policy

In 2016, a special edition of Human Resource Management Review established a theoretical and empirical development framework to address the fundamental issue of convergence/divergence. An intriguing question raised by the review was whether one could cross the comparative human resource management (CHRM) stream with its international human resource management (IHRM) counterpart to theoretically and empirically benefit both. This paper addresses a similar topic, albeit looking outwards to the archetypal context-driven comparative public policy (CPP) discipline rather than inwards to two adjacent international and comparative streams. Centering on the standardization-convergence divide in IHRM and the practice-divergence conundrum in CHRM, the paper demonstrates how CPP's rich conceptual and methodological heritage can help overcome tensions in both streams while informing several meta-analytic review and future research suggestions.

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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.