情境与人力资源管理:理论、证据和建议

IF 1.1 Q4 MANAGEMENT

INTERNATIONAL STUDIES OF MANAGEMENT & ORGANIZATION Pub Date : 2019-08-27 DOI:10.1080/00208825.2019.1646486

W. Mayrhofer, P. Gooderham, C. Brewster

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引用次数: 23

摘要

摘要人力资源管理(HRM)对情境的影响重视不够。在本文中，我们概述了人力资源管理需要充分考虑背景，特别是国家背景，并使用文化理论，特别是制度理论来做到这一点。我们使用利用Cranet数据的研究出版物来展示如何做到这一点。根据这些证据，我们为人力资源管理中进一步基于情境的研究提出了一系列建议。

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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Context and HRM: Theory, Evidence, and Proposals

Abstract Human resource management (HRM) has paid insufficient attention to the impact of context. In this article, we outline the need for HRM to take full account of context, particularly national context, and to use both cultural theories and, particularly, institutional theories to do that. We use research publications that utilize the Cranet data to show how that can be done. From that evidence, we develop a series of proposals for further context-based research in HRM.

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来源期刊

INTERNATIONAL STUDIES OF MANAGEMENT & ORGANIZATION MANAGEMENT-

CiteScore

2.60

自引率

14.30%

发文量