Limitations to Freedom: is there a Choice for Human Resource Management?
研究探讨影响人力资源管理实践差异的因素，基于产业关系、组织理论和社会学构建概念模型，通过跨行业配对案例研究揭示各方在战略选择上的自由度条件。
SUMMARY There is a great variety in human resource management (HRM) practices, not only in terms of policies and personnel activities, but also with regard to the parties involved and the procedures for decision‐making. But which factors can best account for these differences? Are they due to organizational and environmental characteristics or are they basically due to the interests, preferences and power positions of the parties concerned ‐ parties like management, employees, personnel management staff, trade union representatives, members of the works council and so on? Based on elements of industrial relations theory, organization theory and organization sociology, a research project was set up with the aim of gaining a better understanding of the factors which can shape HRM practices. The empirical part of the research consisted of paired comparative case studies from different industries. The result is a conceptual model which not only encompasses the relevant forces in the shaping of HRM, but also states the conditions determining the amount of room for manoeuvre the parties concerned have to make their own strategic choices with regard to HRM.