Implications of frames of reference for strategic human resource management research: Opportunities and challenges

被引：3

作者：

Jiang, Kaifeng ^{[1
]}

Shi, Wei ^{[2
]}

Wen, Xin ^{[1
]}

机构：

[1] Ohio State Univ, Fisher Coll Business, 700 Fisher Coll Business,2100 Neil Ave, Columbus, OH 43210 USA

[2] Renmin Univ China, Sch Lab & Human Resources, 59 Zhongguancun Ave, Beijing 100872, Peoples R China

来源：

INDUSTRIAL RELATIONS | 2022年 / 61卷 / 03期

关键词：

PERFORMANCE WORK SYSTEMS; LABOR PRODUCTIVITY; FIRM PERFORMANCE; HR PRACTICES; ORGANIZATION; EMPLOYMENT; INVESTMENT; PERSPECTIVES; ARCHITECTURE; PERCEPTIONS;

D O I：

10.1111/irel.12304

中图分类号：

F24 [劳动经济];

学科分类号：

020106 ; 020207 ; 1202 ; 120202 ;

摘要：

Budd, Pohler, and Huang's (Industrial Relations: A Journal of Economy and Society 2022) proposed a theory of (mis)matched frames of reference to explain how managers' and employees' frames of reference regarding employment relationships may influence the use of human resource (HR) practices and help to explain the HR outcomes and conflicts observed in practice. We concur with Budd et al. that frames of reference provide a valuable and unique approach to studying employment relations and HR systems but have not received much attention. Therefore, we aim to extend their theory of (mis)matched frames of reference to strategic human resource management (HRM) research. We begin this commentary with a summary of their theoretical framework. We then introduce the background of strategic HRM and propose opportunities of applying frames of reference to advance strategic HRM research. Moreover, we discuss challenges of and considerations for using their framework in strategic HRM research.

引用

页码：303 / 313

页数：11