Similarities and differences in international and comparative human resource management: A review of 60 years of research

In this article, we review similarities and differences in articles in the research field of international and comparative human resource management (HRM), published in Human Resource Management over the past 60 years. The extensive review and analysis, based on 189 conceptual articles, reviews, and empirical studies, identified several trends. First, the two distinct research streams in this research field (HRM in MNEs and comparative HRM) have grown over the decades and moved from conceptual articles in the beginning to almost exclusively empirical studies in more recent years. Second, in addition to the two research streams, in more recent years we identified a third research stream that combines elements of HRM in MNEs and comparative HRM research. Third, the research field has become more feminized, with an increasing number of female (first) authors, and has become more international, with more authors affiliated with non‐US universities in the more recent time periods. Finally, while the research streams show some differences in the content of their research, we do not find evidence that the streams developed in isolation. Based on our analysis, we provide suggestions for future research on international and comparative HRM and identify current implications for HR practitioners.     

Mapping Human Resource Management: Reviewing the field and charting future directions

Using recent advances in science mapping, this article systematically reviews the Human Resource Management (HRM) field. We analyze 12,157 HRM research articles published over 23 years to reveal the topic content and intellectual structure of HRM scholarship. A downloadable, searchable HRM topic map is provided (https://bit.ly/HR_Map) that reveals: a) 1702 HRM article topics, b) the number of articles on each topic, c) topic relations, trends, and impact, and d) five major HRM topic clusters. We discuss the overall intellectual structure of HRM scholarship and review the five topic clusters. Next, the topic content of HRM scholarship is compared to that of 6114 articles from the practitioner-oriented outlet HR Magazine. We identify 100 topics emphasized to a much greater degree in the practitioner-oriented literature. Seven key themes for future research that could help align HRM scholarship with the interests of HR practitioners are identified and discussed.     

Human resource management research and practice in Asia: Past,present and future

The continuing emergence of Asia as a critically important continent for the foreseeable future has renewed interest in understanding theory and practice in this region. This special issue was designed to shed light on human resource management (HRM) issues in this region, and to help guide future research in and on this region. In this introductory article, we first analyze the growth of HRM scholarship in Asia, by examining the research published over the last twenty-five years. We then describe the genesis of this special issue, and summarize the key themes emerging from the review articles in the issue. These include: psychological contract; work-life interface; corporate social responsibility; multinational corporations and their subsidiaries; the challenges of global talent management; convergence-divergence; state socialism to post-state socialism; and incorporating the context. We further offer suggestions for future research by proposing critical topics and emerging themes, including: employee voice; diversity and inclusion; employee well-being and resilience; preparing and responding to crises; and green human resource management. We conclude by offering theoretical perspectives and highlighting key recent developments which are likely to impact future practice, and should be addressed by scholars.     

HRM and Indian epistemologies: A review and avenues for future research

India is emerging as a super power, slated to be among the world's five largest economies and viewed by international investors, business conglomerates and tertiary education providers as a land of opportunity. A database search since the opening up of the Indian economy in 1991 reveals a slowly increasing number of scholarly articles on HRM, with a steep rise from the year 2000 onwards. While it is acknowledged that the field of HRM is a broad area, there is currently a dearth of research in specific HRM practices and policies in India to warrant a focus on only one area. Hence the primary objective of this article is to present a scholarly survey of important research literatures in the area of HRM in India, and to offer avenues for future research. To this end this article garners, integrates and discusses research on HRM in India with a focus primarily on the past fifteen years. It is within this complexity that research on India and its workforce is presented by illuminating HRM as embedded in the Indian environment with its intricate epistemologies and transitions in a period of dynamic change.     

Still in search of strategic human resource management? A review and suggestions for future research with China as an example

Strategic human resource management (SHRM) has been an important strand of research in the HRM field for over three decades, and has attracted heated debates in recent years. One main critique of the state of SHRM research is its increasing detachment from HRM practice, in the pursuit of more theoretical rigor and methodological sophistication. Our review article has two main tasks. First, we review SHRM research published in two leading HRM journals—Human Resource Management and Human Resource Management Journal—in the light of the criticisms on SHRM research and use this as a backdrop of our second task. Second, we critically examine SHRM research conducted in the Chinese context by drawing on a systematic review on extant literature. In doing so, we draw on a wider range of HRM journals such as Human Resource Management Review, The International Journal of Human Resource Management, and so forth. We find that while the trend of psychologization in SHRM research is gathering pace, the range of theoretical perspectives mobilized to inform the studies is actually expanding. We call for SHRM research to be more contextualized and more practical phenomenon‐driven SHRM research. We indicate several avenues for future research, using China as an example.     

Towards a hybrid model? A systematic review of human resource management research on Chinese state-owned enterprises (1993–2017)

Abstract

Over the past two decades, there has been a proliferation of research on human resource management (HRM) in Chinese state-owned enterprises (SOEs) as a result of the wide-reaching state-sector reform of the late 1980s. This article aims to provide a systematic review of literature on this topic and capture the nature of HRM in Chinese SOEs, both in research and practice. The article draws on 178 studies from 43 English academic journals over a period of 25?years (1993–2017). In analysing this literature and by taking stock of theoretical frameworks, research methods, themes and analysis of academic articles in this area, we have gained a number of insights. The study has found that the research methods used have shifted from qualitative and interpretive methodology toward quantitative and sophisticated modelling. A further insight is that there has been a relatively heavy reliance on institutional theory in the earlier studies reviewed, and since then a switch towards organizational behaviour perspectives. The level of analysis has moved from macro to micro level and thematic foci have become more diverse and complex. We highlight a number of avenues, theoretical and empirical, for future studies in this field.     

Characteristics of research on green marketing

This paper aims to describe and analyze the main characteristics of articles on green marketing published in the most relevant journals within the period 1993–2003, in order to determine the evolution of this current issue of research over recent years and improve our understanding of this subject. We built up a database with 112 articles on green marketing and we have explored the topic, the methodology and the techniques of analysis, as well as other relevant aspects of the research. In order to complete this analysis, we made a review of articles published in two journals specializing in environmental management: BSE and CSREM. In this way, this paper offers practical help to those who are beginning research on this topic because the results will help us to determine what still needs to be investigated in this topic and hence propose a research agenda for the coming years. Copyright © 2007 John Wiley & Sons, Ltd and ERP Environment.     

On the shoulders of giants: a meta-review of strategic human resource management

Abstract

Recent years have witnessed significant growth in the field of strategic HRM. This article summarizes the literature in this field by conducting a meta-review, a review of the reviews that have covered various topics of strategic HRM. In doing so, the authors highlight theoretical frameworks and empirical findings of studies in the field over the past three decades, identify methodological issues and challenges in the previous research, and discuss recent trends in the field of strategic HRM. The author concludes by suggesting some interesting and important directions for future work.     

A historical perspective on diversity ideologies in the United States: Reflections on human resource management research and practice

We examine diversity ideologies in the United States across four distinct eras: White supremacy/sanctioned exclusion of racioethnic minorities before the 1960s, the equal opportunity–Civil Rights era of the 1960s, the diversity management/multiculturalism era of the 1980s and 90s, and today's inclusion/post-race era. Our examination provides insight into how changes in societal beliefs and attitudes about non-dominant racioethnic groups and their status and incorporation into society have influenced the trajectory of diversity practice and research. Based on a content analysis of HRM articles published on diversity from 2000 to 2011 and demographic trends, we speculate on the next era of diversity in HRM.     

A literature review on HRM and innovation – taking stock and future directions

This article reviews the growing body of empirical evidence (N = 35) on the impact of HRM on innovation that has been published during the past 25 years (1990–2015). Our most definitive finding concerns the impact of bundled HRM practices, which can be firmly linked to innovation. The role of high-commitment practice bundles appears particularly important. Studies on the various individual practices indicate that practices that foster employee commitment, loyalty, learning and intrinsic motivation are conducive to innovation. Some evidence points to the role of macro- and micro-level moderators setting boundary conditions (e.g. industry and strategy) for the HRM–innovation relationship and to mediators, such as creativity and knowledge management, as explanatory mechanisms as to why HRM impacts innovation. We noted a number of insufficiently covered areas that call for further research. We present four specific recommendations: (1) different phases of the innovation process deserve greater attention; (2) the invention of radical innovation warrants further investigation; (3) measurement of innovation and HRM should be more consistent; and (4) the theoretical underpinnings of the relationship between HRM and innovation should be strengthened. We conclude by reflecting the ‘black box’ stage between HRM and innovation through the AMO framework.     

The norm of norms in HRM research: A review and suggestions for future studies

This article presents a systematic literature review of how norms are used in a sample of 436 articles in the human resource management (HRM) field. In exploring how norms are theorized, applied, and operationalized, the article identifies four main thematic fields in which norms are commonly used: culture, diversity, labor market, and work–life. The article makes three main contributions to the existing literature. First, it reveals a pervasive inconsistency in the use of norms across HRM research such that any assumption of a “norm of norms”—that is, consensus on the meaning of norms in HRM—is erroneous and in need of critical reflection. Second, the review offers a typology that outlines four similarities and differences in how HRM research employs norms. Finally, the authors propose a norm-critical research agenda as a relevant basis for future critical and reflexive enquiry into norms in both HRM theory and practice.     

Partial least squares structural equation modeling in HRM research

Abstract

Partial least squares structural equation modeling (PLS-SEM) has become a key multivariate analysis technique that human resource management (HRM) researchers frequently use. While most disciplines undertake regular critical reflections on the use of important methods to ensure rigorous research and publication practices, the use of PLS-SEM in HRM has not been analyzed so far. To address this gap in HRM literature, this paper presents a critical review of PLS-SEM use in 77 HRM studies published over a 30-year period in leading journals. By contrasting the review results with state-of-the-art guidelines for use of the method, we identify several areas that offer room of improvement when applying PLS-SEM in HRM studies. Our findings offer important guidance for future use of the PLS-SEM method in HRM and related fields.     

Advancing the field of employee assistance programs research and practice: A systematic review of quantitative studies and future research agenda

The COVID-19 pandemic has accentuated the critical role of organizational support for the workforce. An employee assistance program (EAP) represents an inclusive strategy which organizations adopt to provide supportive and empathic care to help employees overcome undesirable situations. To date, we have limited knowledge of what EAP issues have been researched from the human resource management (HRM) perspective and what theoretical underpinning these studies have used. This article systematically reviews quantitative empirical studies on EAPs. Drawing upon 115 articles from 72 journals across 40 years (1981–2020), we trace the evolutionary trend of the construct of EAP and shed light on the internal link of EAP with HRM. After summarizing research themes, methods, theories, and approaches to the evaluation of EAPs, we identify pitfalls in the current research and contribute to extending the field by proposing several research agendas for future investigation.     

A framework for comparative institutional research on HRM

Abstract

This article argues that awareness of institutional context has been singularly lacking in the most influential areas of HRM. This lack of attention to external context has resulted in findings that fail to reflect reality. We offer a layered contextual framework embedded in economic institutional theory. We propose that it forms the basis of a comparative research agenda for HRM. We validate the framework using extant publications on institutionally based comparative HRM, drawing on findings from the Cranet research network published in the decade 2007–2017.     

Human resource management–well‐being–performance research revisited: Past,present, and future

The authors provide an up‐to‐date theoretically based qualitative review of research dealing with the relationship between HRM, employee well‐being, and individual/organisational performance (HRM‐WB‐IOP research). The review is based on a systematic critical analysis of all HRM‐WB‐IOP studies (N = 46) published in 13 core HRM and management journals in the 2000 to 2018 period. The authors first identify different theoretical models of the HRM‐WB‐IOP relationship, which they then use to map research in the area. The results show that mutual gains conceptualisations play a dominant role in extant HRM‐WB‐IOP research, at the expense of alternative conflicting outcomes and mutual losses models, which are also shown to receive very limited empirical support across the 46 studies. As part of this mapping exercise, the authors identify important knowledge gaps in the area and conclude by setting out a number of key recommendations for future research to address these gaps.     

Common Good HRM: A paradigm shift in Sustainable HRM?

As organizations increasingly claim to have become more sustainable and to have contributed to global sustainable development, demands for Human Resource Management (HRM) to become sustainable intensify. In the past decade, the concept of Sustainable HRM received increasing attention in both practice and research. However, academics' views about what Sustainable HRM means are diverse, and the effectiveness of Sustainable HRM practices is uncertain. We reviewed key articles in the literature on Sustainable HRM and as a result highlight how the purpose of HRM has been transformed in the search for sustainability. We present four Sustainable HRM types and describe how HRM can effectively contribute to solving todays “grand” sustainability challenges by applying ideas from a common good economy perspective. We propose that a new type of Sustainable HRM – Common Good HRM – could be essential in driving progress toward addressing sustainable development goals (SDGs) in Sustainable HRM.     

Time heals all wounds? HRM and bereavement in the workplace

Over the past two years, there have been many popular press articles about grief in the workplace. Despite this recent COVID-19-related attention, bereavement (i.e., the reaction to a loss by death) has always been a universal human experience. The intention of this short concept statement is to bring attention to and spur HRM research efforts on bereavement in the workplace. Part of the challenge in dealing with bereavement is the empathy-efficiency paradox – the perception that workplace goals often conflict with the needs of bereaved employees. After providing an overview of bereavement, I explain how this potential paradox can make bereavement more difficult – not only for bereaved employees, but for managers and coworkers as well – with formal policies and practices unintentionally disenfranchising grief. I also suggest some ways to address this perceived paradox. Subsequently, several generative research directions are suggested. Given the large role that HRM plays in making the workplace more humane, bereavement seems like a topic worthy of our research attention.     

Generalization practices in qualitative research: a mixed methods case study

The purpose of this mixed methods case study was to examine the generalization practices in qualitative research published in a reputable qualitative journal. In order to accomplish this, all qualitative research articles published in Qualitative Report since its inception in 1990 (n =  273) were examined. A quantitative analysis of the all 125 empirical qualitative research articles revealed that a significant proportion (i.e., 29.6%) of studies involved generalizations beyond the underlying sample that were made inappropriately by the author(s). A qualitative analysis identified the types of over-generalizations that occurred, which included making general recommendations for future practice and providing general policy implications based only on a few cases. Thus, a significant proportion of articles published in Qualitative Report lack what we call interpretive consistency.     

Human resource practices and discrimination in South Africa: overcoming the apartheid legacy

While there is some level of isomorphism and convergence in HRM practices, country-specific differences remain, notwithstanding globalization and the influence of increasingly powerful multinationals. Much work has occurred on diversity management and cultural aspects of management in South Africa (SA). This analysis finds that local institutional context in labour relations and particularism in practices remain important, although the influence of convergent forces such as globalization, information technology and increased competition has become much more prominent in post-apartheid SA. Human resource practitioners in SA see the most important workplace challenges as performance improvement, employment equity, training and development and managing trade union expectations. This article critically evaluates the effects of recent legislative measures, particularly labour court and arbitration awards aimed at addressing the adverse impact of past unfair discrimination on pay practices and skills development. The latter are found to be interrelated, sensitive and difficult areas of discrimination in respect of legal proof.     

Commonalities and contradictions in HRM and performance research

This is an overview of what the authors believe to be every empirical research article into the linkages between HRM and performance published in pre‐eminent international refereed journals between 1994 and 2003. The analysis covers the design of the study, including the primary level of analysis and the identity of the respondents; the dominant theoretical framework(s) informing the article; how HRM is conceived and operationalised; how performance is conceived and operationalised; and which control and/or contingency variables are incorporated. Finally, the article examines how each study depicts the so‐called ‘black box’ stage between HRM and performance. It reports wide disparities in the treatment of these components, but also some welcome commonalities and indicative trends that point towards a gradual convergence on how future research into this complex relationship might usefully be conducted. The findings are compared with previous reviews of the literature. The analysis should illuminate the ongoing debate about the linkages between HRM and performance, and prove valuable for future research designs.