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A Guide to Key Theories for Human Resource Management Research
This authoritative Guide provides 41 summaries of important theories used for research in HRM. Each entry clearly defines a theory, provides insight into the development of the theory, demonstrates the application of the theory to HRM, and discusses areas where the theory could be applied in future research projects. Additionally, the two introductory chapters overview HRM in relation to theory, and explain the importance of theory in research and issues to consider when using theory.
This title contains one or more Open Access chapters.
This title contains one or more Open Access chapters.
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Critical Acclaim
Contributors
Contents
More Information
This authoritative Guide provides 41 summaries of important theories used for research in human resource management (HRM). Each entry clearly defines a theory, provides insight into the development of the theory, demonstrates the application of the theory to HRM, and discusses areas where the theory could be applied in future research projects. The two introductory chapters overview HRM in relation to theory, and explain the importance of theory in research and issues to consider when using theory.
In particular, the book offers:
• a concise summary of the origins of HRM
• a clear explanation of what is and what is not theory
• application of theories from various disciplines to HRM
• accessible summaries of theories used for HRM research
• detailed suggestions for selecting and using theories for future research projects.
A Guide to Key Theories for Human Resource Management Research will be essential and reassuring reading for Master’s students and PhD candidates researching HRM. It will also benefit early career researchers and more established researchers seeking insight into more recently developed theories.
In particular, the book offers:
• a concise summary of the origins of HRM
• a clear explanation of what is and what is not theory
• application of theories from various disciplines to HRM
• accessible summaries of theories used for HRM research
• detailed suggestions for selecting and using theories for future research projects.
A Guide to Key Theories for Human Resource Management Research will be essential and reassuring reading for Master’s students and PhD candidates researching HRM. It will also benefit early career researchers and more established researchers seeking insight into more recently developed theories.
Critical Acclaim
‘This volume provides a comprehensive, contemporary and readable mapping of HRM’s emergence as a field of study, its theoretical foundations, and future directions for scholars and practice. Taking a unique approach to HRM, the editors skilfully present two integrative early chapters capturing the role of theory followed by a thoughtful selection of 41 entries written by well-known authors laying out each theory and its application to HRM. Key target audiences include Master’s students, PhD candidates and early career researchers; but seasoned scholars will also benefit from the detailed but short reviews in each chapter and the range of perspectives in the collection. To provide just a taster, these include perspectives embedded in principles of organisation behaviour/theory, Critical Theory, labour process theory, sensemaking, stakeholder theory, institutional theory, paradox theory, post-colonial theory, and intersectionality. The impressive range of theories included reminds us that HRM’s conceptual foundations are broad, and draw on diverse disciplinary perspectives. As a reference volume, this collection will undoubtedly not only help those wishing to learn about alternative theories, but also help researchers move beyond traditional boundaries to explore new directions in HRM research.’
– Dora Scholarios, University of Strathclyde, UK
‘Since the advent of the field of human resource management critics have accused the field of lacking theory. Significant strides have been made in building and applying theory in HRM and A Guide to Key Theories for Human Resource Management Research brings together all of the progress in this area.’
– Patrick M. Wright, University of South Carolina, US
‘This Guide is highly valuable for human resource (HR) researchers and practitioners. Written by experts in the field it illuminates how HR theories are not only key to our academic understanding but also indispensable for practice. Few things are as practical as good theory and the authors manage to condense key ideas in a highly readable, useful book.’
– Michael Dickmann, Cranfield University, UK
– Dora Scholarios, University of Strathclyde, UK
‘Since the advent of the field of human resource management critics have accused the field of lacking theory. Significant strides have been made in building and applying theory in HRM and A Guide to Key Theories for Human Resource Management Research brings together all of the progress in this area.’
– Patrick M. Wright, University of South Carolina, US
‘This Guide is highly valuable for human resource (HR) researchers and practitioners. Written by experts in the field it illuminates how HR theories are not only key to our academic understanding but also indispensable for practice. Few things are as practical as good theory and the authors manage to condense key ideas in a highly readable, useful book.’
– Michael Dickmann, Cranfield University, UK
Contributors
Contributors include: Sa''ad Ali, Wilhelm Barner-Rasmussen, Dan V. Caprar, Brianna Barker Caza, Snehanjali Chrispal, David Cross, Anabella Davila, Angelo S. DeNisi, Pauline Dibben, Tony Dundon, Mats Ehrnrooth, Kelly Fisher, Thomas Garavan, Ryan Gould, Steve Granger, Irena Grugulis, David Guest, Brian Harney, Charmine E. J. Härtel, Giles Hirst, Sven Horak, Damien Hughes, Emma Hughes, Kate Hutchings, Li Kaiwen, Angela Knox, Anna Krzeminska, Richard Longman, Catherine Mackintosh, Jo McBride, Snejina Michailova, Miriam Moeller, Fergal O’Brien, Dana L. Ott, Jaap Paauwe, Stephen J. Perkins, Katrina Radford, Ricardo Rodrigues, Karin Sanders, Jan Selmer, Jason D. Shaw, Jie Shen, Shuisheng Shi, Yingnan Shi, Susan Shortland, Elena Shulzhenko, Yusuf M. Sidani, Andrew Smith, Madelynn R.D. Stackhouse, Jennie Sumelius, Jian-Min (James) Sun, Janne Tienari, Marian van Bakel, Yvonne G.T. van Rossenberg, Benjamin W. Walker, David Weir, Adrian Wilkinson, Paul Willman, Geoffrey Wood, Sachiko Yamao
Contents
Contents:
Foreword xxiv
Elaine Farndale
Acknowledgements xxvii
List of abbreviations xxviii
PART I INTRODUCTION CHAPTERS
Chapter I Theory for the HRM discipline: where have we
been and where are we going? 2
Kate Hutchings, Adrian Wilkinson and Snejina Michailova
Chapter II Theory as a tool in the craft of conducting research 18
Snejina Michailova
PART II THEORY ENTRIES
1 Attribution theory 45
Karin Sanders
2 Commitment system theory 52
David Cross and Yvonne G. T. van Rossenberg
3 Conservation of resources theory 59
Katrina Radford
4 Contingency theory 67
Thomas Garavan and Fergal O’Brien
5 Critical theory 73
Richard Longman and Catherine Mackintosh
6 Equity theory 80
Shuisheng Shi and Jason D. Shaw
7 Gender theory 86
Janne Tienari
8 Human capital theory 93
Irena Grugulis
9 Identity theory 100
Dan V. Caprar and Benjamin W. Walker
10 Institutional theory – comparative 107
Pauline Dibben and Geoffrey Wood
11 Institutional theory – organisational 113
Pauline Dibben and Geoffrey Wood
12 Intersectionality theory 119
Susan Shortland and Stephen J. Perkins
13 Job demands-resources (JD-R) theory 126
Steve Granger, Madelynn R. D. Stackhouse and
Brianna Barker Caza
14 Labour process theory 133
Andrew Smith and Jo McBride
15 Leadership substitutes theory 139
Wilhelm Barner-Rasmussen, Mats Ehrnrooth and
Jennie Sumelius
16 Leadership theory – moral 146
Giles Hirst, Damien Hughes, Li Kaiwen and Yingnan Shi
17 Learning theory – organisational 157
Yusuf M. Sidani
18 Learning theory – social 164
Dana L. Ott
19 Motivation theory 171
Ryan Gould
20 Paradox theory 185
Charmine E. J. Härtel and Anna Krzeminska
21 Postcolonial theory 191
Snehanjali Chrispal
22 Power theory 197
Emma Hughes and Tony Dundon
23 Psychological capital theory 204
Jian-Min (James) Sun
24 Psychological contract theory 211
David Guest and Ricardo Rodrigues
25 Psychological safety theory 218
Jie Shen
26 (Re)socialisation theory 224
Miriam Moeller
27 Resource based theory 231
Jaap Paauwe
28 Self-determination theory 238
Elena Shulzhenko
29 Sensemaking theory 247
Kelly Fisher
30 Signalling theory 254
Ricardo Rodrigues and David Guest
31 Social capital theory 261
Marian van Bakel and Sven Horak
32 Social cognition theory 268
Angelo S. DeNisi
33 Social exchange theory 274
Sachiko Yamao
34 Social network theory 280
David Weir and Sa’ad Ali
35 Sociotechnical systems theory 287
Angela Knox
36 Stakeholder theory 294
Anabella Davila
37 Stereotype theory 301
Jan Selmer
38 Strategic choice theory 306
Thomas Garavan and Fergal O’Brien
39 Systems theory 312
Brian Harney
40 Transaction cost economics theory 319
Paul Willman
41 Upper echelon theory 325
Stephen J. Perkins and Susan Shortland
Index
Foreword xxiv
Elaine Farndale
Acknowledgements xxvii
List of abbreviations xxviii
PART I INTRODUCTION CHAPTERS
Chapter I Theory for the HRM discipline: where have we
been and where are we going? 2
Kate Hutchings, Adrian Wilkinson and Snejina Michailova
Chapter II Theory as a tool in the craft of conducting research 18
Snejina Michailova
PART II THEORY ENTRIES
1 Attribution theory 45
Karin Sanders
2 Commitment system theory 52
David Cross and Yvonne G. T. van Rossenberg
3 Conservation of resources theory 59
Katrina Radford
4 Contingency theory 67
Thomas Garavan and Fergal O’Brien
5 Critical theory 73
Richard Longman and Catherine Mackintosh
6 Equity theory 80
Shuisheng Shi and Jason D. Shaw
7 Gender theory 86
Janne Tienari
8 Human capital theory 93
Irena Grugulis
9 Identity theory 100
Dan V. Caprar and Benjamin W. Walker
10 Institutional theory – comparative 107
Pauline Dibben and Geoffrey Wood
11 Institutional theory – organisational 113
Pauline Dibben and Geoffrey Wood
12 Intersectionality theory 119
Susan Shortland and Stephen J. Perkins
13 Job demands-resources (JD-R) theory 126
Steve Granger, Madelynn R. D. Stackhouse and
Brianna Barker Caza
14 Labour process theory 133
Andrew Smith and Jo McBride
15 Leadership substitutes theory 139
Wilhelm Barner-Rasmussen, Mats Ehrnrooth and
Jennie Sumelius
16 Leadership theory – moral 146
Giles Hirst, Damien Hughes, Li Kaiwen and Yingnan Shi
17 Learning theory – organisational 157
Yusuf M. Sidani
18 Learning theory – social 164
Dana L. Ott
19 Motivation theory 171
Ryan Gould
20 Paradox theory 185
Charmine E. J. Härtel and Anna Krzeminska
21 Postcolonial theory 191
Snehanjali Chrispal
22 Power theory 197
Emma Hughes and Tony Dundon
23 Psychological capital theory 204
Jian-Min (James) Sun
24 Psychological contract theory 211
David Guest and Ricardo Rodrigues
25 Psychological safety theory 218
Jie Shen
26 (Re)socialisation theory 224
Miriam Moeller
27 Resource based theory 231
Jaap Paauwe
28 Self-determination theory 238
Elena Shulzhenko
29 Sensemaking theory 247
Kelly Fisher
30 Signalling theory 254
Ricardo Rodrigues and David Guest
31 Social capital theory 261
Marian van Bakel and Sven Horak
32 Social cognition theory 268
Angelo S. DeNisi
33 Social exchange theory 274
Sachiko Yamao
34 Social network theory 280
David Weir and Sa’ad Ali
35 Sociotechnical systems theory 287
Angela Knox
36 Stakeholder theory 294
Anabella Davila
37 Stereotype theory 301
Jan Selmer
38 Strategic choice theory 306
Thomas Garavan and Fergal O’Brien
39 Systems theory 312
Brian Harney
40 Transaction cost economics theory 319
Paul Willman
41 Upper echelon theory 325
Stephen J. Perkins and Susan Shortland
Index
