This Elgar Introduction provides an overview of some of the key theories that inform human resource management and employment relations as a field of study. Leading scholars in the field explore theories in the context of contemporary debates concerning policies that affect and regulate work and the management of employment, as well as the activities and experiences of actors within the employment relationship. The book is divided into three sections to capture different theoretical lenses used to reflect on HRM and ER concerns about work: systems and historical development; institutions; and people and processes. Expert contributors have drawn on extensive research experience to present a contemporary understanding of a range of theories, how they evolved, and how they might be used in the future. Essential reading for HRM, ER and management scholars and research students, this book challenges readers to reassess their thinking about the significance of theory in research and practice.
This Elgar Introduction provides an overview of some of the key theories that inform human resource management and employment relations as a field of study.
Arvustused
Bringing together a diverse set of authors of distinguished pedigree, this collection provides an authoritative survey of theories of the employment relationship. Classical theories of work and employment are fully represented, with excellent chapters on Marxism, pluralism, feminism, human relations, labour process and systems theory, but so too are newer theoretical currents, many of which have their point of origin in the broader field of management studies. There are strong chapters on trust, role theory, evolution, paradox, social exchange, RBV and AMO: bodies of thought that are generating fresh understandings of employment and how it is managed. The collection as a whole is an invaluable resource for students, teachers and researchers; a broad-ranging and imaginative survey of how we think about work. -- Edmund Heery, Cardiff University, UK What is wonderful about this book is that in one place you can find all the prominent theories of HR and employment relations. The individual chapters are outstanding, which is what I would have expected from a stellar editorial team and first-rate contributors. A must-read for anybody interested in human resource management. -- Sir Cary Cooper, CBE, University of Manchester, UK
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List of figures and tables |
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1 Theories used in employment relations and human resource management |
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1 | (15) |
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PART I SYSTEMS AND HISTORICAL DEVELOPMENT |
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16 | (18) |
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3 Neo-pluralism as a research approach in contemporary employment relations and HRM: complexity and dialogue |
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34 | (19) |
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4 Applying Scientific Management to modem employment relations and HRM |
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53 | (14) |
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5 Cracking labour process theory in employment relations and HRM |
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67 | (15) |
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6 The legacy of the Human Relations School: looking back and moving forward |
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82 | (15) |
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7 The theory of high-performance work systems |
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97 | (15) |
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8 Systems theory: forgotten legacy and future prospects |
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112 | (16) |
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9 Evolutionary psychological theory and human resource management |
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128 | (11) |
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10 Personnel economics: managing human resources through performance-related pay |
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139 | (16) |
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11 Advances in Labour Regulation Theory |
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155 | (14) |
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12 Institutional theory, business systems and employment relations |
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169 | (14) |
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13 Varieties of Capitalism |
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183 | (16) |
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14 Human resource management and paradox theory |
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199 | (19) |
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PART III PEOPLE AND PROCESSES |
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15 Revisiting human capital theory: progress and prospects |
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218 | (17) |
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16 Feminist theory and employment relations |
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235 | (12) |
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17 Trust, distrust and human resource management |
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247 | (17) |
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18 Social exchange theory, employment relations and human resource management |
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264 | (16) |
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19 Using role theory to understand and solve employment relations and human resources problems |
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280 | (15) |
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20 Fairness in the workplace: organizational justice and the employment relationship |
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295 | (16) |
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21 Ability, Motivation and Opportunity theory: a formula for employee performance? |
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311 | (13) |
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22 The Resource-Based View approach and HRM |
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324 | (12) |
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23 LMX and HRM: a multi-level review of how LMX is used to explain the employment relationship |
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336 | (16) |
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24 Social mobilization theory in HR and employment relations |
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352 | (13) |
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| Index |
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365 | |
Edited by Keith Townsend, Professor of Human Resources and Employment Relations, Centre for Work, Organisation and Wellbeing, Griffith University, Australia, Kenneth Cafferkey, Associate Professor of HRM, Sunway University Business School, Malaysia, Aoife M. McDermott, Professor of Human Resource Management, Aston University, UK, Visiting Scholar, University of California, Berkeley, US and Adjunct Professor, Centre for Work, Organisation and Wellbeing, Griffith University, Australia and Tony Dundon, Professor of Employment Relations and Human Resource Management, University of Limerick, Ireland and the Work and Equalities Institute, University of Manchester, UK
