Unconscious bias in the HRM literature: Towards a critical-reflexive approach
系统综述518篇人力资源管理文献，梳理无意识偏见的定义、理论和操作化方式，识别出四种主流主题，并提出批判-反思性方法以挑战隐含假设、开辟新研究方向。
This article presents a systematic review of the human resource management (HRM) literature to document how the term “unconscious bias” is defined, theorized, and operationalized in a sample of 518 articles in the field. The review identifies four main thematic streams in which unconscious bias is commonly discussed: (1) the biased individual; (2) bias as binary; (3) bias in moments of decisions; and (4) bias as a fixable issue. Based on this thematic mapping of the literature, a critical-reflexive approach is outlined to shed light on and challenge taken-for-granted assumptions, interrogate how arguments are brought forth and open up new avenues for future research. This article contributes to the existing HRM literature in three ways. First, it shows patterns in existing theory, making explicit the inconsistencies and tacit assumptions in the ways in which unconscious bias is theorized in HRM research. Second, it presents a critical-reflexive approach to researching unconscious bias. Third, based on this approach, it suggests avenues for future research on how to move beyond these inconsistencies and assumptions.