Institutional theory and HRM: A new look |
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| Institution: | 1. Southern Illinois University Edwardsville, Box 1100, Edwardsville, IL 62026, USA;2. McKendree University, 701 College Road, Lebanon, IL 62254, USA;1. University of New Hampshire, Peter T. Paul College of Business and Economics, 10 Garrison Ave., Durham, NH 03824, United States;2. University of Nevada Las Vegas, Lee Business School, 4505 S. Maryland Pkwy, Las Vegas, NV 89154, United States;3. University of Oklahoma, Price College of Business, Division of Management & International Business, 307 W. Brooks, AH308C, Norman, OK 73019, United States;1. The Ohio State University, United States of America;2. The Pennsylvania State University, United States of America;1. Human Resource Studies, Tilburg University, Tilburg, The Netherlands;2. Human Resource Management, HAN University of Applied Sciences, Arnhem, Nijmegen, The Netherlands;3. Hotel school of Management, Social Sciences, university of Stavanger, Norway;4. Department of Psychology, Norwegian University of Science and Technology (NTNU), Trondheim, Norway;1. Monash Business School, Monash University, 26 Sir John Monash Drive Caulfield East, VIC 3145, Melbourne, Australia;2. Essex Business School, University of Essex, Wivenhoe Park, Colchester CO4 3SQ, UK;3. HRM and OB Business School, Sichuan University, No. 24 South Section 1, Yihuan Road, 610065 Chengdu, PR China;4. The University of Sydney Business School, The University of Sydney, Abercrombie Bldg H70, Sydney, NSW, 2006, Australia;1. School of Management, UNSW Business School, University of New South Wales, Australia;2. Haskayne School of Business, University of Calgary, Canada |
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| Abstract: | The context of HRM is important but undertheorized (Paauwe, 2009) and subsequently underresearched (Jackson, Schuler, & Jiang, 2014). We offer two recent perspectives of institutional theory—institutional logics and institutional work—as theoretical lenses through which scholars can explore the influence of institutional context on HRM and more intriguingly the influence of HRM professionals on their institutional contexts. Though others have introduced institutional theory to HRM scholarship (e.g. Paauwe & Boselie, 2003), we bring a conceptualization of institutional theory that reflects its advances over the last fifteen years, advances highly relevant to HRM scholars. While previous conceptualizations of institutional theory focus on the direct constraint of institutions on HRM, institutional logics emphasizes complexity, multilevel dynamics, and agency. Similarly, institutional work addresses agency at the day-to-day level, exploring how actors create, maintain, and disrupt the institutional contexts in which they are embedded. Directions for HRM research are discussed. |
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