The psychologisation of employment relations?
The psychologisation of employment relations?
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DOI：
10.1111/1748-8583.12030
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发表时间：
2014-01-01
影响因子：
5.5
通讯作者：
Godard, John
中科院分区：
文献类型：
--
作者：
Godard, John
本文认为，人力资源管理本质上是一个多学科的学科领域，它传统上与工业关系（IR）领域密切相关。然而，它似乎越来越多地被工业和组织（I-O）心理学所取代，并在此过程中越来越多地与组织行为联系在一起，组织行为也被I-O心理学所取代。再加上人力资源管理的缩小和边缘化，这意味着不仅人力资源管理的研究越来越心理化，而且一般的就业关系研究也越来越心理化。本文讨论了为什么会出现这种情况，它可能意味着什么，以及可以为此做些什么（如果有的话）。重点是北美内部的发展，尽管所提出的问题可能在不同程度上适用于自由市场国家，甚至可能适用于其他国家。
This article argues that HRM is by nature a multidisciplinary subject area, and that it has traditionally been closely associated with the field of industrial relations (IR). However, it appears to have increasingly been taken over by industrial and organisational (I-O) psychology, and in the process increasingly associated with organisational behaviour, which has also been taken over by I-O psychology. Coupled with the narrowing and marginalisation of IR, this has meant an increasing psychologisation' not only of the study of HRM, but of the study of employment relations in general. This article discusses why this appears to have been happening, what its implications might be and what (if anything) might be done about it. Focus is on developments within North America, although the issues raised apply, perhaps, to different degrees, across liberal market countries and possibly beyond.