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Human resources and business performance: Findings, unanswered questions, and an alternative approach

Gerhart, Barry - In: Management Revue 16 (2005) 2, pp. 174-185

In 1996, Becker and Gerhart noted that much of the work on human resources (HR) and performance had traditionally been conducted at the individual level of analysis. However, in the 1990s, empirical research on HR and performance increasingly moved to the plant/unit and firm level of analysis...

Persistent link: https://www.econbiz.de/10010318137

The right to part-time: Practical implications from the managerial point of view

Kattenbach, Ralph - In: Management Revue 18 (2007) 3, pp. 350-366

In 2001 the employee's right to reduce working-time according to their own preferences was implemented in Germany. This …

Persistent link: https://www.econbiz.de/10010318091

A quarter-century review of human resource management in the US: The growth in importance of the international perspective

Schuler, Randall S.; Jackson, Susan E. - In: Management Revue 16 (2005) 1, pp. 11-35

The past quarter century has witnessed many developments in the research and practice of managing human resources in the United States. In this article, we briefly describe two major areas in which these developments have been unfolding: strategic human resource management and international...

Persistent link: https://www.econbiz.de/10010318077

Missing variables in theories of strategic Human Resource Management: Time, cause, and individuals

Wright, Patrick M.; Haggerty, John J. - In: Management Revue 16 (2005) 2, pp. 164-173

Much progress has been made with regard to theory building and application in the field of Strategic Human Resource …

Persistent link: https://www.econbiz.de/10010318163

HRM in the German business system: A review

Giardini, Angelo; Kabst, Rüdiger; Müller-Carmen, Michael - In: Management Revue 16 (2005) 1, pp. 63-80

Human resource management in Germany is deeply rooted in its institutional environment. Thus, US style HRM cannot be … while inhibiting others. Also, the concept of Strategic HRM in Germany may only be fully understood against the background …

Persistent link: https://www.econbiz.de/10010318154

E-HRM: Innovation or irritation. An explorative empirical study in five large companies on web-based HRM

Rüel, Huub; Bondarouk, Tanya; Looise, Jan Kees - In: Management Revue 15 (2004) 3, pp. 364-380

Technological optimistic voices assume that, from a technical perspective, the IT possibilities for HRM are endless: in principal all HR processes can be supported by IT. E-HRM is the relatively new term for this IT supported HRM, especially through the use of web technology. This paper aims at...

Persistent link: https://www.econbiz.de/10010318072

The management of human resources in Malaysia: Locally-owned companies and multinational companies

Rowley, Chris; Abdul-Rahman, Saaidah - In: Management Revue 18 (2007) 4, pp. 427-453

This paper is concerned with people management practices in companies in Malaysia. It examines the development of the main practice areas of the management of human resources (HR), the HR management (HRM) function and to what extent locallyowned companies (LOC) are influenced by multinational...

Persistent link: https://www.econbiz.de/10010318106

Disappearing between the cracks: HRM in permeable organisations

Kelliher, Clare; Truss, Catherine; Hope Hailey, Veronica - In: Management Revue 15 (2004) 3, pp. 305-323

This paper is concerned with examining the implications of inter-organisational relationships for human resource management (HRM). To date much of the literature on human resource management has been inwardly focussed on the organisation and its employees. Yet increasingly complex organisational...

Persistent link: https://www.econbiz.de/10010318118

Political [personnel] economy: A political economy perspective to explain different forms of human resource management strategies

Nienhüser, Werner - In: Management Revue 15 (2004) 2, pp. 228-248

power and the resulting explanation deficiencies of traditional microeconomic approaches and of the transactions cost theory … problems related to the theory of action as a foundation. A micro-analytical theory of action-based version of a political …

Persistent link: https://www.econbiz.de/10010318139

Social systems theory as theoretical framework for Human Resource Management: Benediction or curse?

Mayrhofer, Wolfgang - In: Management Revue 15 (2004) 2, pp. 178-191

Social systems theory as developed by Niklas Luhmann is an option for the theoretical foundation of Human Resource … Management (HRM). After clarifying the advantages of using a grand (social) theory as the basic theoretical perspective, the … roots of this social systems theory - the deterministic view of systems as machines, the open systems approach and non …

Persistent link: https://www.econbiz.de/10010318150