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

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: 9780190861162
Publisher: Oxford University Press
Publication date: 05/07/2021
Series: Oxford Handbooks
Pages: 704
Product dimensions: 9.80(w) x 6.40(h) x 1.60(d)

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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