人力资源管理文献

Strategichumanresourcemanagement:TheevolutionofthefieldMarkL.Lengnick-Halla,⁎,CynthiaA.Lengnick-Hallb,LeticiaS.Andradeb,BrianDrakebaDepartmentofManagement,CollegeofBusiness,UniversityofTexasatSanAntonio,OneUTSACircle,SanAntonio,TX78249,UnitedStatesbUniversityofTexasatSanAntonio,UnitedStatesarticleinfoabstractThisreviewtakesanevolutionaryandchronologicalperspectiveonthedevelopmentofstrategichumanresourcemanagement(SHRM)literature.Wedividethisbodyofworkintoseventhemesthatreflectthedirectionsandtrendsresearchershavetakenoverapproximatelythirtyyearsofresearch.Duringthistimethefieldtookshape,developedrichconceptualfoundations,andmaturedintoadomainthathassubstantialinfluenceonresearchactivitiesinHRandrelatedmanagementdisciplines.Wetracehowthefieldhasevolvedtoitscurrentstate,articulatemanyofthemajorfindingsandcontributions,anddiscusshowwebelieveitwillevolveinthefuture.ThisapproachcontributestothefieldofSHRMbysynthesizingworkinthisdomainandbyhighlightingareasofresearchfocusthathavereceivedperhapsenoughattention,aswellasareasofresearchfocusthat,whilepromising,haveremainedlargelyunexamined.©2009ElsevierInc.Allrightsreserved.Keywords:StrategicHumanResourceManagement1.IntroductionBoxall,Purcell,andWright(2007)distinguishamongthreemajorsubfieldsofhumanresourcemanagement(HRM):microHRM(MHRM),strategicHRM(SHRM),andinternationalHRM(IHRM).MicroHRMcoversthesubfunctionsofHRpolicyandpracticeandconsistsoftwomaincategories:onewithmanagingindividualsandsmallgroups(e.g.,recruitment,selection,induction,traininganddevelopment,performancemanagement,andremuneration)andtheotherwithmanagingworkorganizationandemployeevoicesystems(includingunion-managementrelations).StrategicHRMcoverstheoverallHRstrategiesadoptedbybusinessunitsandcompaniesandtriestomeasuretheirimpactsonperformance.Withinthisdomainbothdesignandexecutionissuesareexamined.InternationalHRMcoversHRMincompaniesoperatingacrossnationalboundaries.SincestrategicHRMoftencoverstheinternationalcontext,wewillincludethoseinternationalHRMarticlesthathaveastrategicfocus.WhilemostoftheacademicliteratureonSHRMhasbeenpublishedinthelast30years,theintellectualrootsofthefieldcanbetracedbacktothe1920sintheU.S.(Kaufman,2001).TheconceptoflaborasahumanresourceandthestrategicviewofHRMpolicyandpracticeweredescribedanddiscussedbylaboreconomistsandindustrialrelationsscholarsofthatperiod,suchasJohnCommons.Progressivecompaniesinthe1920sintentionallyformulatedandadoptedinnovativeHRpracticesthatrepresentedastrategicapproachtothemanagementoflabor.Asmall,butvisiblyelitegroupofemployersinthistimeperiodsoughttoreplacethetraditionalcommodity/commandandcontrolsystemofmanagementwithadifferentapproachthatemphasizedcompetitiveadvantagethroughunityofinterest,cooperation,andinvestmentinlaborasahumanresource.Thus,strategichumanresourcemanagementisnotanewidea,but,rather,asthisarticleexplains,itisadomainthathasevolvedtoprovideanimportantandusefulperspectiveontheroleofHR.Thisreviewtakesatheme-basedandevolutionaryperspectiveonthedevelopmentofSHRMliterature.WedividetheSHRMliteratureintoseventhemesthatreflectthechronology,directions,andtrendsresearchershavetakenoverapproximatelythirtyyearsofresearchonthetopic.Thereviewoftheliteratureisselective—focusingonwhatinretrospectappeartobearticlesthathadHumanResourceManagementReview19(2009)64–85⁎Correspondingauthor.Tel.:[phone].E-mailaddress:[e-mail](M.L.Lengnick-Hall).1053-4822/$–seefrontmatter©2009ElsevierInc.Allrightsreserved.doi:10.1016/j.hrmr.2009.01.002ContentslistsavailableatScienceDirectHumanResourceManagementReviewjournalhomepage:ficantinfluenceonthedevelopmentofthefield.Wetracebothhowthefieldhasevolvedtoitscurrentstateaswellashowwebelieveitwillevolveinthefuture.ThisarticleoffersseveralcontributionstothefieldofSHRM.First,itsuggestsawaytointegratetheresearchdonetodate.Second,itunderscoresareaswhereresearchquestionsandtopicsbuilduponeachother,andencouragesamorecomprehensiveperspectiveonSHRM.Third,ithighlightsareasofresearchfocusthathavereceivedperhapsenoughattentionandpointsoutareasofresearchfocusthat,whilepromising,haveremainedlargelyunexamined.Finally,thearticleprovidesanoverviewofwhereweareinourunderstandingofSHRMthatcelebrateswhathasbeenaccomplishedandremindsusofthelimitations.2.SeventhemesinSHRMWeidentifiedseventhemesacrosstimeintheSHRMliterature:(1)explainingcontingencyperspectivesandfit,(2)shiftingfromafocusonmanagingpeopletocreatingstrategiccontributions,(3)elaboratingHRsystemcomponentsandstructure,(4)expandingthescopeofSHRM,(5)achievingHRimplementationandexecution,(6)measuringoutcomesofSHRM,and(7)evaluatingmethodologicalissues.Eachofthesethemesplayedasignificantroleintheevolutionofthefield.Duringtheembryonicstageofstrategichumanresourcemanagement,threeresearchstreamssettheagenda.Initialstudiesemphasizedcontingencyperspectivesandfitinordertotiehumanresourcepoliciesandpracticestovariousstrategyelements.Overtime,thisstreamofinquiryexpandedtoincludecompetingframeworksforassessingfitandanassessmentofdifferentcontextsascontingentfactors.