Conceptual and Review Issue

Éditeurs invités

• Shaun Pichler, California State University, Fullerton
• Bård Kuvaas, Norwegian Business School
• Matthew Perrigino, City University of New York

Synthèse

This special issue advances HRM scholarship through conceptual and theoretical contributions that address persistent under-theorization in key areas. The issue encourages scholars to develop new frameworks, integrate propositions across theories, and synthesize disparate literatures to provide cutting-edge insights that move the field forward.

Submissions must make unique conceptual or theoretical contributions with clear practical implications for HR policy and practice. The issue welcomes integrative reviews, process models, typologies, and narratives that challenge existing assumptions. All papers must include dynamic figures and thoroughly outline applied implications for organizations.

Given contemporary polycrisis and technological change, the issue invites bold theorizing that examines whether current HR trends are genuinely novel or rebranded iterations of established practices, and how traditional HRM topics can be reconceptualized through multilevel perspectives.

Thèmes proposés

• Contemporary HRM topics (e.g., green or sustainable HRM, shifting national and global political landscapes and markets)
• New ways of thinking about traditional HRM topics (e.g., strategic HRM)
• How do the ethics and morals of HR practitioners influence the way in which HR policies and practices are communicated?
• How have theories about HRM developed and changed to provide new insights in terms of linking business and HR strategies?
• How is the ideology of C-Suite executives, top management teams, and board members related to the adoption and implementation of HR practices?
• What is the role of HRM content in HRM process research?
• How do different conceptualizations and measures of HR systems matter for the association with organizational performance?
• Is fit with shifting political landscapes always a good thing?
• What are the advantages and pitfalls of learning from HR champions?
• What is a theory, and what is not within the context of HRM?
• Is the triple bottom line dead or alive and what are its implications for HRM?
• How to fit HR systems with business strategy when the business strategy is unclear?
• What is the role of flexibility versus standardization in HR research and practice?
• Compensation and benefits
• Diversity and inclusion
• HR analytics
• HR planning
• Job analysis
• Performance management and appraisal
• Recruitment
• Training and development
• Work-family policies
• Strategic HRM