Positioning context front and center in international human resource management research
这篇特刊编辑文章指出国际人力资源管理领域尚未充分利用情境研究的机会，区分了变量导向和情境依赖两种理论构建方式，并展示了特刊文章如何推动情境依赖研究。
Abstract The international human resource management (IHRM) field naturally lends itself to spotlighting the importance of internal and external organizational contexts to help understand how to manage employees in organizations effectively. However, we argue that the range of opportunities that the field creates to understand this context has not yet been fully embraced by IHRM scholars. To address this gap, this special issue explores: (a) the variety of approaches to theorizing how contexts promote or constrain organizational practice; and (b) relevant methodologies that might allow us to unearth novel context‐dependent theory in international HRM. We propose a distinction between variable‐oriented theorizing (that explains the effects of internal and external contexts on the phenomena under study) and context‐dependent theorizing (that requires researchers become intimately familiar with the setting under study to understand context as a shaper of meaning). This editorial also highlights how the articles in the special issue contribute to stimulating further context‐dependent IHRM research.