理解(不)匹配的参考框架:人力资源实践中(不)稳定的动态认知理论

IF 2.4 3区 管理学 Q2 INDUSTRIAL RELATIONS & LABOR
John W. Budd, Dionne Pohler, Wei Huang
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引用次数: 8

摘要

通过回归到参考框架影响行动这一古老的见解,我们推断行为者的框架影响他们期望的人力资源实践,如果管理者和员工共享相似的框架,这些实践将是稳定的。然而,当参与者的框架不匹配时,人力资源实践可能会违反员工的期望,引发一个意义构建过程,潜在地导致框架竞争和冲突。我们假设冲突的预测模式和预期结果取决于不匹配框架的性质。考虑到不匹配的框架,独特地强调了认识管理者和员工的框架对于理解实践中观察到的人力资源结果和冲突的重要性。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Making sense of (mis)matched frames of reference: A dynamic cognitive theory of (in)stability in HR practices

By returning to an old insight that frames of reference influence action, we theorize that actors’ frames influence their desired HR practices, and these practices will be stable if managers and employees share similar frames. When actors’ frames are mismatched, however, HR practices can violate employee expectations and trigger a sensemaking process, potentially leading to framing contests and conflict. We hypothesize predicted patterns of conflict and expected outcomes depending on the nature of the mismatched frames. Allowing for mismatched frames uniquely highlights the importance of recognizing managers’ and employees’ frames for understanding HR outcomes and conflicts observed in practice.

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来源期刊
Industrial Relations
Industrial Relations INDUSTRIAL RELATIONS & LABOR-
CiteScore
4.40
自引率
8.70%
发文量
25
期刊介绍: Corporate restructuring and downsizing, the changing employment relationship in union and nonunion settings, high performance work systems, the demographics of the workplace, and the impact of globalization on national labor markets - these are just some of the major issues covered in Industrial Relations. The journal offers an invaluable international perspective on economic, sociological, psychological, political, historical, and legal developments in labor and employment. It is the only journal in its field with this multidisciplinary focus on the implications of change for business, government and workers.
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