两性平等与人力资源管理比较：40年回顾

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2023-06-13 DOI:10.1016/j.hrmr.2023.100972

M. Fernanda Garcia , Rawia Ahmed , Gabriela L. Flores , Cynthia S. Halliday

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引用次数: 0

摘要

在比较人力资源管理(HRM)研究的指导下，我们回顾并批判性地评估了关于工作环境中性别平等的文献。为此，我们考虑了1980年至2021年间发表的定量文章。我们采用多层次和多维度的框架，侧重于三个性别平等视角(即Hofstede, GLOBE和社会经济)和人力资源管理链(例如，政策和实践)以及个人和组织的结果。与之前比较人力资源管理领域的文献一致，我们发现三种性别平等观点解释了人力资源管理链以及个人层面和组织层面结果的显著差异。扩展比较人力资源管理文献，我们发现三种性别平等观点对我们的研究界的影响是不同的，在结果上显示出相似和不同，与不同的影响(即，使能和增强)相关联，并且在这种影响的方向上有所不同。我们的研究有助于组织制定基于证据的政策和实践，使其人力资源战略与联合国可持续发展目标5(性别平等)保持一致。

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Gender equality and comparative HRM: A 40-year review

Guided by comparative human resource management (HRM) research, we review and critically assess the literature on gender equality in work settings. To this end, we consider quantitative articles published between 1980 and 2021. We apply a multi-level and multi-dimensional framework focused on three gender equality perspectives (i.e., Hofstede, GLOBE, and socioeconomic) and the HRM chain (e.g., policies and practices) as well as individual and organizational outcomes. Consistent with previous literature in the field of comparative HRM, we find that the three gender equality perspectives explain significant differences in the HRM chain as well as in both individual-level and organizational-level outcomes. Extending comparative HRM literature, we find that the three gender equality perspectives influence our research community differently, show similarities and differences in outcomes, associate with different effects (i.e., enabling and enhancing), and differ in the direction of such effects. Our study contributes to evidence-based policy and practice in organizations that align their HR strategies to the United Nations Sustainable Development Goal 5 (Gender Equality).

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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.