人力外国文献Word格式.docx

人力外国文献Word格式.docx

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HUMANRESOURCESMANAGEMENT:

ISSUESANDCHALLENGESFORTHEFUTURE

GeraldR.Ferris,AngelaT.Hall,andM.ToddRoyle

FloridaStateUniversity

JosephJ.Martocchio

UniversityofIllinoisatUrbana-Champaign

Thefieldofhumanresourcesmanagement（HRM）hasemergedfromtheconceptual,empirical,andpracticalintersectionofseveraldisciplinesincludingpsychology,sociology,economics,andmanagement/organizationsciences.Consequently,theoreticaldevelopmentinthefieldofHRMhasbeenmorepiecemeal,andhasfocusedonmoremiddle-rangeconceptualizations,drivenbytheoryinthesecoredisciplines.TotheextentthatseriouseffortshavebeenmadetodevelopagrandtheoryofHRM,sucheffortshaveneverdrawnmuchattention.Thishasbeenpartiallyduetotheeffortsmade,andpartlyduetoabeliefbysomeHRMscholarsthatitissimplynotpossibletodevelopagrandtheoryofHRMthatwouldfit,service,orbeapplicablefortheentirefield;

apositionwithwhichweconcur.However,wedothinkthatconceptualeffortsdirectedatthedevelopmentofintegrativeframeworkscanproveusefulforguidingtheoryandresearchinthefield.ThisarticleprovidesaworkingmultilevelframeworktoguideHRMresearchbasedontheconsensusopinionsofrecentscholars.Also,weprovideabriefhistoricalsketchofimportantdevelopmentsintheevolutionofHRMasanareaofscientificinquiry,andweidentifykeyissuesandchallengesforthefuture.Theory-drivenempiricalresearchisthefoundationoftheorganizationalsciences,withparticular

referenceheretohumanresourcesmanagement.HRM,asitisheredefined,isboththescienceandpracticethatencompassesboththeemployer/employeerelationshipaswellasitsrelevantactions,decisions,andissues.Inpractice,itinvolvesanorganization'

sacquisition,development,utilization,andappraisalofemployeeperformance（Ferris,Bamum,Rosen,Holleran,&

Dulebohn,1995）.Itisquitenaturalforareasofscientificinquirytoperiodicallytakestockoftheirknowledgebase,andassessthestrengths,limitations,contributions,anddeficienciesoftheirtheoreticalandmethodolog-

•Directallcorrespondenceto:

GeraldR.Ferris,DepartmentofManagement,CollegeofBusiness,FloridaStateUniversity,Tallahassee,FL32306-1110,Phone:

（850）644-3548.E-mail:

gfenis@cob.fsu.eduOrganizationalAnalysis,Vol12,No.3,2004,pp.231-254ISSN1551-7470Copyright©

2004InformationAgePublishing,Inc.Allrightsofreproductioninanyformreserved.232THEORETICALDEVELOPMENTINTHEFIELDOFHRMicaladvancements.Thisisthetaskweundertakeinthisarticleintheassessmentofthetheoryand

researchstateoftheartinHRM,withparticularemphasisonconceptualdevelopment.Thematerialinthisarticleisorganizedintothreesections.First,wereviewbasicissuesintheorydevelopmentingeneral,andwithrespecttoHRMinparticular.Then,wereviewandassessthescholarlystatusoftheHRMfieldtodayhyfocusingonmajorreviewsofthefieldpublishedoverthepast20years,withparticularreferencetotheorydevelopment,testing,andknowledgeaccumulation.

Third,wediscussimportantissuesandchallengesforthefieldofHRMinthefutureineffortstoadvanceourknowledgebaseandconceptualdevelopment.Finally,weconcludethepaperwithsomefinalthoughtsaboutthefieldofHRM.

ANINTEGRATIVECHARACTERIZATIONOFHRM

Itisimportanttonoteattheoutsetthat,inthisarticle,werefertothetermorganizationalsciencestorefertoabroadconceptualizationofthesystematicstudyoforganizationsandtheemploymentrelationshipswithinthem.Therehavebeenvariousstreamsofscholarlyeffortstodevelopamoreinformedunderstandingofbehaviorinandoforganizations,suchasorganizationaltheory（OT）,organizationalbehavior（OB）,humanresourcesmanagement（HRM）,strategicmanagement（SM）,

andindustrialrelations（IR）.Moreover,scholarshaveattemptedtocategorizetheselinesofresearchasdistinctfields（Cummings,1978）.Forexample,theissuesregardingthedistinctionbetweenHRMandorganizationalbehaviorhavebeendebatedbyscholarsforanumberofyears.SomehaveattemptedtosimplifythisdistinctionbetweenHRMandOBbystatingthatOBmerelyismoreconceptualandHRMmoreapplied;

yetdistinctionshavebeenmadealongotherlines（Cummings,1978）.Anotherdistinctionthathasbeenusedtodichotomizestreamsofresearchinorganizationalresearchisthecategorizationof"

micro"

（e.g.,organizationalbehavior,industrial/organizationalpsychology）versus"

macro"

（e.g.,strategicmanagement,organizationaltheory）.Yet,thesedistinctionsaregenerallyarbitrary（Cummings,1978;

L.W.Porter,1996）.Forexample,thelineofresearchonstrategichumanresourcesmanagement（Huselid,1995）involvesbothmicroissues（e.g.,managementactionstoincreaseemp