剖析国际研究合作:建立人力资源管理的累积比较知识

IF 1.1 Q4 MANAGEMENT
M. Morley, Noreen Heraty
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引用次数: 12

摘要

比较人力资源管理(HRM)在管理和组织文献中有一个既定的谱系。然而,产生新的上下文理解来加强理论建设,加深我们对更多不同领域的嵌入式管理实践的欣赏,并开辟新的研究路线,过去是,现在仍然是具有挑战性的社会科学研究。将不同国家的学者聚集在一起共同生产知识的国际学术研究网络日益成为应对这一挑战的关键途径。在本期中,我们记录了一个这样的网络,即Cranet国际人力资源管理网络的发展方面,并对该网络最近发表的一系列文章进行了阐述。除其他外,这些贡献突出了由于环境决定论而导致的人力资源管理趋同的限制,制度行动者的作用,市场和工作法规在考虑人员管理实践中的变化,转型经济中发挥的环境特殊性和动态,以及在寻求通过这种性质的网络合作建立累积比较知识时出现的关键方法论挑战。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
The Anatomy of an International Research Collaboration: Building Cumulative Comparative Knowledge in Human Resource Management
Abstract Comparative human resource management (HRM) has an established pedigree in the management and organization literature. However, the generation of novel contextual understanding to enhance theory building, deepen our appreciation of embedded management practices in more diverse territories, and open up new lines of enquiry was, and remains, challenging social science research. Increasingly, international academic research networks that bring together scholars from different countries in the co-production of knowledge represent a key approach to rising to this challenge. In this issue, we document aspects of the development of one such network, namely the Cranet Network on International Human Resource Management, and we provide an exposition of a series of recent articles from the network. The contributions highlight, inter alia, the limits to convergence in HRM as a result of contextual determinism, the role of institutional actors, markets and work regulation in accounting for variations in people management practices, the contextual specificities and dynamics at play in transition economies, along with key methodological challenges that arise when seeking to build cumulative comparative knowledge via network collaborations of this nature.
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来源期刊
CiteScore
2.60
自引率
14.30%
发文量
13
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