合作社人力资源管理框架:系统文献综述和未来研究议程

IF 2.2 Q3 MANAGEMENT
Ludger Voigt, Dietrich von der Oelsnitz
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引用次数: 0

摘要

合作社作为由其成员拥有和控制的民主组织,在人力资源管理(HRM)领域提出了独特的挑战。这些挑战源于合作社为多方利益相关者的不同利益服务的承诺,以及社员和非社员员工之间的根本区别。在可持续发展和多方利益相关者视角在人力资源管理研究中日益突出的时代,合作社为探索这些动态发展提供了理想的背景。通过对现有文献的综合分析,本综述试图构建一个专门针对合作社的人力资源管理框架。它强调了合作社的独特性,如成员的自我领导、自我控制以及对合作社价值观和原则的坚持,是如何塑造人力资源管理政策和实践的。本研究得出的见解对指导合作社领域未来的人力资源管理研究具有重要意义。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
A framework of HRM in cooperatives: A systematic literature review and future research agenda

Cooperatives, as democratic organizations owned and controlled by their members, pose distinctive challenges in the realm of human resource management (HRM). These challenges stem from their commitment to serving the diverse interests of multiple stakeholders and the fundamental differentiation between member and non-member employees. In an era where sustainability and a multi-stakeholder perspective have gained prominence in HRM research, cooperatives offer an ideal context for exploring these dynamic developments. Through a comprehensive synthesis of existing literature, this review seeks to construct an HRM framework that is tailored specifically to cooperatives. It highlights how the distinctive characteristics of cooperatives, such as member self-leadership, self-control, and adherence to cooperative values and principles, shape HRM policies and practices. The insights derived from this study provide implications for guiding future research in the domain of HRM within the cooperative sector.

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来源期刊
CiteScore
4.40
自引率
19.00%
发文量
27
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