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:对话

IF 2.4 3区管理学 Q2 INDUSTRIAL RELATIONS & LABOR Industrial Relations Pub Date : 2022-05-05 DOI:10.1111/irel.12311

J. Adam Cobb

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引用次数: 1

摘要

Budd, Pohler和Huang(《劳资关系:经济与社会杂志》，2021)提出了一种理论，关于管理者和员工(错误)如何匹配有关雇佣关系的参考框架，这有助于解释实践中观察到的人力资源结果。在这篇回应中，我提出了一些关于理论范围、可能的偶然性和潜在的混淆机制的问题，希望能激发关于参考框架在如何制定雇佣关系中的重要性的额外对话。

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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Making sense of (mis)matched frames of reference: A dynamic cognitive theory of (in)stability in HR practices: A dialogue

Budd, Pohler, and Huang (Industrial Relations: A Journal of Economy and Society 2021) proposed a theory about how managers’ and employees’ (mis)matched frames of reference regarding employment relationships help explain HR outcomes observed in practice. In this response, I pose some questions about the scope of the theory, possible contingencies, and potential confounding mechanisms in hopes of motivating additional dialogue regarding the importance that frames of reference play in how employment relationships are enacted.

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来源期刊

Industrial Relations INDUSTRIAL RELATIONS & LABOR-

CiteScore

4.40

自引率

8.70%

发文量

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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