Regulating Grand Challenges: The Evolution of Human Resource Managers' Framing of the UK Gender Pay Gap Regulations
基于纵向访谈数据，研究人力资源管理者如何理解英国性别薪酬差距法规，发现他们通过诊断框架（不确定性、模糊性、机会成本）和预后框架（风险缓解或机会利用）来应对，并揭示利益相关者关注度和内部参与度如何影响框架演变。
ABSTRACT It has been argued that the absence of research into how HR practitioners interact with the legal context is an important omission in HRM scholarship. Drawing on longitudinal interview data, this paper addresses this research gap by examining how HR managers frame a new legal mandate, namely the gender pay gap regulations, and how those frames evolve over time. The study finds that HR managers seek to make sense of the regulations through a diagnostic frame of organisational risk composed of three elements, namely uncertainty, ambiguity, and opportunity cost. Two types of prognostic frame are also invoked to understand the regulations, firstly as a risk to be mitigated through normalisation, neutralisation, and disassociation, and secondly, as an opportunity to be leveraged as an impetus for change and an enhancer of HR's influence. The study sheds light on the factors that affect the nature and evolution of frames, including the extent of stakeholder interest and internal engagement.