Why organizations adopt some human resource management practices and reject others: An exploration of rationales
从经济、战略匹配、有限理性和制度模仿四种理论视角，探讨组织采纳或拒绝人力资源管理实践的原因，对HR研究和实践有启示。
This article explores reasons why organizations adopt or reject human resource practices. Four theoretical approaches are brought to bear on this issue. According to the economic approach, organizations adopt HR practices that are economically beneficial to them. Similarly, the alignment approach views firms as adopting HR practices if these practices are aligned with strategic objectives. In contrast, the decision-making approach invokes a constrained-ra-tionality model of managerial judgment, and the diffusion approach attributes the adoption/rejection decision to institutional pressures that encourage imitation. Literature in these areas is reviewed and the implications for HR research and practice are discussed. © 2006 Wiley Periodicals, Inc.