An Aspirational Framework for Strategic Human Resource Management
提出一个跨学科的愿景框架，系统回顾三十年战略人力资源管理研究，强调HRM系统对内部和外部利益相关者的价值，并鼓励未来研究关注系统思维、多利益相关者和实际应用。
The field of strategic human resource management (HRM) has a long and rich tradition. As a prelude to our description of the field’s history, we provide an expansive definition of strategic HRM scholarship and offer an aspirational framework for strategic HRM scholarship that captures the multidisciplinary nature of the field. We then systematically review and critique three decades of strategic HRM theory and research, paying particular attention to the value of HRM systems as management tools for influencing a wide variety of outcomes of concern to internal (employees and their managers) and external (owners, customers, society, other organizations) stakeholders. In support of continued advancement of the empirical knowledge base of strategic HRM, we encourage new research that embraces systems thinking, more fully addresses the concerns of multiple stakeholders, and strives for greater practical usefulness by addressing significant problems such a s managing innovation and environmental sustainability.