The Oxford Handbook of Contextual Approaches to Human Resource Management
In recent years scholars and practitioners have increasingly recognized that human resource management (HRM) has paid insufficient attention to the impact of context. While research has been devoted to examining the impact of national context on HRM systems, this literature has been largely separate from that focused on other levels of context affecting organizational choices in HRM strategies, such as the impact of the organizational environment, industry sector, occupation or workforce characteristics. In addition, research has tended to consider elements of context in isolation rather than considering its impact at different levels. The goal of The Oxford Handbook of Contextual Approaches to Human Resource Management is to provide a more holistic approach to developing a contextual understanding of HRM. This Handbook offers a comprehensive understanding of the influence of contextual characteristics on the design and implementation of HRM systems. Rather than focusing on a single level or approach to examining context, the Handbook provides both conceptual and empirical analyses of different elements of context using a range of different lenses and measures. In order to explore the influence of contextual factors at multiple levels, the volume assembles a range of detailed accounts of how context affects the design, implementation and impact of HRM activities.
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The Oxford Handbook of Contextual Approaches to Human Resource Management
In recent years scholars and practitioners have increasingly recognized that human resource management (HRM) has paid insufficient attention to the impact of context. While research has been devoted to examining the impact of national context on HRM systems, this literature has been largely separate from that focused on other levels of context affecting organizational choices in HRM strategies, such as the impact of the organizational environment, industry sector, occupation or workforce characteristics. In addition, research has tended to consider elements of context in isolation rather than considering its impact at different levels. The goal of The Oxford Handbook of Contextual Approaches to Human Resource Management is to provide a more holistic approach to developing a contextual understanding of HRM. This Handbook offers a comprehensive understanding of the influence of contextual characteristics on the design and implementation of HRM systems. Rather than focusing on a single level or approach to examining context, the Handbook provides both conceptual and empirical analyses of different elements of context using a range of different lenses and measures. In order to explore the influence of contextual factors at multiple levels, the volume assembles a range of detailed accounts of how context affects the design, implementation and impact of HRM activities.
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The Oxford Handbook of Contextual Approaches to Human Resource Management

The Oxford Handbook of Contextual Approaches to Human Resource Management

The Oxford Handbook of Contextual Approaches to Human Resource Management
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The Oxford Handbook of Contextual Approaches to Human Resource Management

The Oxford Handbook of Contextual Approaches to Human Resource Management

Overview

In recent years scholars and practitioners have increasingly recognized that human resource management (HRM) has paid insufficient attention to the impact of context. While research has been devoted to examining the impact of national context on HRM systems, this literature has been largely separate from that focused on other levels of context affecting organizational choices in HRM strategies, such as the impact of the organizational environment, industry sector, occupation or workforce characteristics. In addition, research has tended to consider elements of context in isolation rather than considering its impact at different levels. The goal of The Oxford Handbook of Contextual Approaches to Human Resource Management is to provide a more holistic approach to developing a contextual understanding of HRM. This Handbook offers a comprehensive understanding of the influence of contextual characteristics on the design and implementation of HRM systems. Rather than focusing on a single level or approach to examining context, the Handbook provides both conceptual and empirical analyses of different elements of context using a range of different lenses and measures. In order to explore the influence of contextual factors at multiple levels, the volume assembles a range of detailed accounts of how context affects the design, implementation and impact of HRM activities.

Product Details

ISBN-13: 9780190861186
Publisher: Oxford University Press
Publication date: 05/25/2021
Series: Oxford Handbooks
Sold by: Barnes & Noble
Format: eBook
Pages: 752
File size: 7 MB

About the Author

Emma Parry is Professor of Human Resource Management and Head of the Changing World of Work Group at Cranfield School of Management. Her research interests focus on the impact of context on people management particularly national context, changing demographics, and technological advancement. Michael J. Morley is Professor of Management at the Kemmy Business School, University of Limerick, Ireland. His research interests encompass international, comparative, and cross-cultural human resource management. Chris Brewster is Professor of International Human Resource Management at Henley Business School. His research is mainly in the areas of international and comparative human resource management. He has wide experience of practitioner and academic roles.

Table of Contents

About the Editors List of Contributors 1. Contextual Approaches to Human Resource Management: An Introduction Emma Parry, Michael J. Morley, and Chris Brewster SECTION 1: THEORETICAL AND CONCEPTUAL LENSES 2. The Cultural Lens Hilla Peretz and Lena Knappert 3. Institutional Approaches to Examining the Influence of Context on Human Resource Management Matthew M. C. Allen and Geoffrey Wood 4. Critical Contextualized Studies of Human Resource Management Frans Bévort, Lotte Holck, and Mette Mogensen 5. The Performance Lens: A Public-Sector Example Paul Boselie and Carina Schott 6. Human Resource Management in Emerging Markets: Theoretical Perspectives for Understanding Contexts Frank M. Horwitz, Fang Lee Cooke, and Ken N. Kamoche 7. The Context of Terrorism for Managing People in Multinational Enterprises: Toward a Human Resource Management Terrorism-Response Theory Benjamin Bader and Carol Reade SECTION 2: REGIONAL AND CULTURAL CLUSTERS 8. Human Resource Management in the Anglo-Saxon Countries Geoffrey Wood and Chris Brewster 9. Human Resource Management in the Germanic Context Benjamin P. Krebs, Bernhard A. Wach, Marius C. Wehner, Astrid Reichel, Wolfgang Mayrhofer, Anna Sender, Bruno Staffelbach, and Paul Ligthart 10. Human Resource Management in the Nordic Context Frans Bévort and Arney Einarsdottir 11. Human Resource Management in the Postsocialist Region of Central and Eastern Europe Michael Morley, Andrej Kohont, Jozsef Poór, Ruta Kazlauskaite, and Veronika Kabalina 12. Human Resource Management in Latin European Context Jordi Trullen and Carlos Obeso 13. Human Resource Management and Industrial Relations in the Latin American Context Wilson Aparecido Costa de Amorim and Antonio Carvalho Neto 14. Human Resource Management in the African Context Frank M. Horwitz and Linda Ronnie 15. Human Resource Management in the Middle East: Current Challenges and Future Directions Haak-Saheem Washika and Tamer K. Darwish 16. Human Resource Management in Asia Fang Lee Cooke, Vivien T. Supangco, and Neil Rupidara 17. Convergence in Human Resource Management Wolfgang Mayrhofer, Chris Brewster, and Katharina Pernkopf SECTION 3: SECTOR AND ORGANIZATIONAL INFLUENCES 18. Human Resource Management in the Multinational Context Neil Semuel Rupidara 19. Human Resource Management in a Public-Sector Context Peter Leisink, Rick Borst, Eva Knies, and Valentina Battista 20. Human Resource Management in the Not-for-Profit Sector Emma Parry and Clare Kelliher 21. Human Resource Management in the Family Business Context Eleni Stavrou 22. Human Resource Management within a Trade Union Context Lorraine Ryan and Jonathan Lavelle SECTION 4: THE FUNCTIONAL CONTEXT AND ACTIVITIES 23. Individual-Level Rewards and Appraisal: The Influence of Context Paul Gooderham and Wolfgang Mayrhofer 24. Human Resource Development Noreen Heraty 25. Well-Being in Industrialized Economies and the Case for Firms' Investment in Employee Learning Olga Tregaskis 26. The Diversity Context of Human Resource Management Robin Kramar and Denise Mary Jepsen 27. Human Resource Management Outsourcing Mila Lazarova and Astrid Reichel 28 The Profile of the Human Resource Management Director: One Size Fits All? Anna Sender, Bruno Staffelbach, and Wolfgang Mayrhofer 29 Is the Human Resource Management Department Becoming More Strategic? Exploring the Latest Global Evidence Elaine Farndale and Maja Vidovic Index
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