Making sense of (mis)matched frames of reference: A dynamic cognitive theory of (in)stability in HR practices: A dialogue
本文对Budd等人提出的关于管理者与员工参照系匹配性影响人力资源实践的理论提出疑问，探讨其适用范围、可能的情境因素及混淆机制，旨在推动关于参照系在雇佣关系中作用的进一步对话。
Abstract Budd, Pohler, and Huang ( Industrial Relations: A Journal of Economy and Society 2021) proposed a theory about how managers’ and employees’ (mis)matched frames of reference regarding employment relationships help explain HR outcomes observed in practice. In this response, I pose some questions about the scope of the theory, possible contingencies, and potential confounding mechanisms in hopes of motivating additional dialogue regarding the importance that frames of reference play in how employment relationships are enacted.