{"title":"情境与人力资源管理:理论、证据和建议","authors":"W. Mayrhofer, P. Gooderham, C. Brewster","doi":"10.1080/00208825.2019.1646486","DOIUrl":null,"url":null,"abstract":"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.","PeriodicalId":55644,"journal":{"name":"INTERNATIONAL STUDIES OF MANAGEMENT & ORGANIZATION","volume":null,"pages":null},"PeriodicalIF":1.1000,"publicationDate":"2019-08-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"23","resultStr":"{\"title\":\"Context and HRM: Theory, Evidence, and Proposals\",\"authors\":\"W. Mayrhofer, P. Gooderham, C. Brewster\",\"doi\":\"10.1080/00208825.2019.1646486\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"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.\",\"PeriodicalId\":55644,\"journal\":{\"name\":\"INTERNATIONAL STUDIES OF MANAGEMENT & ORGANIZATION\",\"volume\":null,\"pages\":null},\"PeriodicalIF\":1.1000,\"publicationDate\":\"2019-08-27\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"23\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"INTERNATIONAL STUDIES OF MANAGEMENT & ORGANIZATION\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.1080/00208825.2019.1646486\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q4\",\"JCRName\":\"MANAGEMENT\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"INTERNATIONAL STUDIES OF MANAGEMENT & ORGANIZATION","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1080/00208825.2019.1646486","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q4","JCRName":"MANAGEMENT","Score":null,"Total":0}
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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