Trends in HRM research identified in previous studies
| Authors | Research aim, approach and scope | Trends |
|---|---|---|
| Fernandez-Alles and Ramos-Rodríguez (2009) | Identification of HRM trends based on 551 HRM articles which were published in Human | Trend 1: HR and performance |
| Trend 2: Culture and motivation (psychological orientation) | ||
| Trend 3: International management of HR | ||
| Resource Management between 1985 and 2005, using factor analysis | Trend 4: Strategy, structure, and environment | |
| Trend 5: Strategic management of HR | ||
| Özlen (2014) | Identification of trends in the Journal of Human Resource based on keyword analysis | Trend 1: Employee Rights and Career |
| Trend 2: HR | ||
| Trend 3: Management | ||
| Trend 4: Context (Specific Industries. etc.) | ||
| Trend 5: Organizational Strategies | ||
| Trend 6: Performance Measurement and Training | ||
| Trend 7: Behavioral Issues and Motivation | ||
| Trend 8: Organizational Culture | ||
| Trend 9: Technical Issues (Information Systems, etc.) | ||
| Trend 10: Theories | ||
| Trend 11: Organizational Performance | ||
| García-Lillo et al. (2017) | Bibliometric analysis of articles published in The International Journal of Human Resource | Trend 1: Reciprocity and perceived organizational support |
| Trend 2: Organizational commitment | ||
| Trend 3: The git process and the adaptation of expatriate staff | ||
| Trend 4: International and strategic HRM | ||
| Trend 5: The integration of HR strategies with business strategies | ||
| Trend 6: HRM and company performance | ||
| Management between 2000 and 2012 | ||
| Trend 7: The configurational approach to HRM | ||
| Trend 8: High performance and innovative practices | ||
| Trend 9: The application of a resource-based view | ||
| Trend 10: The integration of HRM practices and systems with business strategies | ||
| Madera et al. (2017) | Identification of industry specific trends (research on HRM in hospitality and tourism) based on a systematic literature review | Trend 1: Human capital and company performance |
| Trend 2: High-performance HRM practices and performance | ||
| Trend 3: International/global issues and strategic HRM | ||
| Trend 4: Individual HRM practices and performance | ||
| Markoulli et al. (2017) | Identification of trends related to HR systems research based on a systematic literature review | Trend 1: Strategic HRM |
| Trend 2: Experiencing HRM | ||
| Trend 3: Employment Relations | ||
| Trend 4: International HRM, and Assessing People | ||
| Pietersen (2018) | Identification of trends associated with the bibliometric characteristics of articles published in the South African Journal of Human | Examples: |
| Trend 1: The predominance of white people, male HRM researchers | ||
| Trend 2: The predominance of empirical research | ||
| Resource Management | Trend 3: The substantial presence of qualitative research | |
| Cooke et al. (2019) | Determining trends in research on international HRM based on a systematic literature review | Trend 1: HRM practices |
| Trend 2: MNC headquarters – subsidiary relations | ||
| Trend 3: Strategic HRM and business studies | ||
| Trend 4: Employment relations | ||
| Trend 5: Organizational behavior | ||
| Trend 6: Cultural studies | ||
| Trend 7: Comparative HRM | ||
| Trend 8: Language and communication in international business | ||
| Trend 9: Others | ||
| Yong et al. (2020) | Determining trends in green HRM research based on a systematic literature review | Trend 1: Concepts/models/reviews |
| Trend 2: Implementation | ||
| Trend 3: Determinants | ||
| Trend 4: Outcomes | ||
| Boon et al. (2019) | Identification of trends related to HR systems research based on a systematic literature review | Trend 1: Focus on broad, undifferentiated HR systems |
| Trend 2: Consensus among researchers on how to measure HR systems | ||
| Trend 3: The increasing use of additive approaches to combining HR practices within a single system | ||
| Cooper et al. (2020) | Analysis of trends in research on HRM in the nonprofit sector based on a systematic literature review | Trend 1: Training |
| Trend 2: Job design, job characteristics, and the work environment | ||
| Trend 3: Human capital, HR capacity, and HR slack | ||
| Trend 4: HR systems, HPWPs, HPWSs, bundles of HR practices, and strategic HRM | ||
| Trend 5: Labor mobility, employability, job choice and career decision-making | ||
| Trend 6: The HRM process, the changing nature of HRM, and precarious employment relations | ||
| Trend 7: Career development, leader development, coaching, and mentoring | ||
| Trend 8: Compensation, benefits, incentives and rewards, and pay-for-performance | ||
| Trend 9: Performance management/measurement/evaluation/appraisal/monitoring | ||
| Trend 10: Recruitment and selection | ||
| Trend 11: Succession planning | ||
| Trend 12: Communication and knowledge/information-sharing | ||
| Trend 13: Unionization and labor relations | ||
| Wood and Bischoff (2020) | Identification of region specific HRM research trends (South Africa) based on a systematic literature review | Trend 1: HRM and MNEs in Africa |
| Trend 2: The shifting domain and scope of HR practice | ||
| Trend 3: Industrial and employment relations | ||
| Trend 4: Changes in labor regulations | ||
| Trend 5: HR development | ||
| Trend 6: Indigenous management theory | ||
| Sanders and De Cieri (2020) | Identification of trends associated with the bibliometric characteristics of conceptual articles on international and comparative HRM | Examples: |
| Trend 1: An increasing number of empirical articles | ||
| Trend 2: A decreasing number of publications authored by US researchers | ||
| Chae et al. (2020) | Identification of trends in Korean HRM research based on an analysis of keywords | Trend 1: Organizational behavior and organization theory |
| Trend 2: Organization theory and strategic management | ||
| Trend 3: Industrial Relations | ||
| Trend 4: The entire field of HRM |
| Authors | Research aim, approach and scope | Trends |
|---|---|---|
| Identification of HRM trends based on 551 HRM articles which were published in Human | Trend 1: HR and performance | |
| Trend 2: Culture and motivation (psychological orientation) | ||
| Trend 3: International management of HR | ||
| Resource Management between 1985 and 2005, using factor analysis | Trend 4: Strategy, structure, and environment | |
| Trend 5: Strategic management of HR | ||
| Identification of trends in the Journal of Human Resource based on keyword analysis | Trend 1: Employee Rights and Career | |
| Trend 2: HR | ||
| Trend 3: Management | ||
| Trend 4: Context (Specific Industries. etc.) | ||
| Trend 5: Organizational Strategies | ||
| Trend 6: Performance Measurement and Training | ||
| Trend 7: Behavioral Issues and Motivation | ||
| Trend 8: Organizational Culture | ||
| Trend 9: Technical Issues (Information Systems, etc.) | ||
| Trend 10: Theories | ||
| Trend 11: Organizational Performance | ||
| Bibliometric analysis of articles published in The International Journal of Human Resource | Trend 1: Reciprocity and perceived organizational support | |
| Trend 2: Organizational commitment | ||
| Trend 3: The git process and the adaptation of expatriate staff | ||
| Trend 4: International and strategic HRM | ||
| Trend 5: The integration of HR strategies with business strategies | ||
| Trend 6: HRM and company performance | ||
| Management between 2000 and 2012 | ||
| Trend 7: The configurational approach to HRM | ||
| Trend 8: High performance and innovative practices | ||
| Trend 9: The application of a resource-based view | ||
| Trend 10: The integration of HRM practices and systems with business strategies | ||
| Identification of industry specific trends (research on HRM in hospitality and tourism) based on a systematic literature review | Trend 1: Human capital and company performance | |
| Trend 2: High-performance HRM practices and performance | ||
| Trend 3: International/global issues and strategic HRM | ||
| Trend 4: Individual HRM practices and performance | ||
| Identification of trends related to HR systems research based on a systematic literature review | Trend 1: Strategic HRM | |
| Trend 2: Experiencing HRM | ||
| Trend 3: Employment Relations | ||
| Trend 4: International HRM, and Assessing People | ||
| Identification of trends associated with the bibliometric characteristics of articles published in the South African Journal of Human | Examples: | |
| Trend 1: The predominance of white people, male HRM researchers | ||
| Trend 2: The predominance of empirical research | ||
| Resource Management | Trend 3: The substantial presence of qualitative research | |
| Determining trends in research on international HRM based on a systematic literature review | Trend 1: HRM practices | |
| Trend 2: MNC headquarters – subsidiary relations | ||
| Trend 3: Strategic HRM and business studies | ||
| Trend 4: Employment relations | ||
| Trend 5: Organizational behavior | ||
| Trend 6: Cultural studies | ||
| Trend 7: Comparative HRM | ||
| Trend 8: Language and communication in international business | ||
| Trend 9: Others | ||
| Determining trends in green HRM research based on a systematic literature review | Trend 1: Concepts/models/reviews | |
| Trend 2: Implementation | ||
| Trend 3: Determinants | ||
| Trend 4: Outcomes | ||
| Identification of trends related to HR systems research based on a systematic literature review | Trend 1: Focus on broad, undifferentiated HR systems | |
| Trend 2: Consensus among researchers on how to measure HR systems | ||
| Trend 3: The increasing use of additive approaches to combining HR practices within a single system | ||
| Analysis of trends in research on HRM in the nonprofit sector based on a systematic literature review | Trend 1: Training | |
| Trend 2: Job design, job characteristics, and the work environment | ||
| Trend 3: Human capital, HR capacity, and HR slack | ||
| Trend 4: HR systems, HPWPs, HPWSs, bundles of HR practices, and strategic HRM | ||
| Trend 5: Labor mobility, employability, job choice and career decision-making | ||
| Trend 6: The HRM process, the changing nature of HRM, and precarious employment relations | ||
| Trend 7: Career development, leader development, coaching, and mentoring | ||
| Trend 8: Compensation, benefits, incentives and rewards, and pay-for-performance | ||
| Trend 9: Performance management/measurement/evaluation/appraisal/monitoring | ||
| Trend 10: Recruitment and selection | ||
| Trend 11: Succession planning | ||
| Trend 12: Communication and knowledge/information-sharing | ||
| Trend 13: Unionization and labor relations | ||
| Identification of region specific HRM research trends (South Africa) based on a systematic literature review | Trend 1: HRM and MNEs in Africa | |
| Trend 2: The shifting domain and scope of HR practice | ||
| Trend 3: Industrial and employment relations | ||
| Trend 4: Changes in labor regulations | ||
| Trend 5: HR development | ||
| Trend 6: Indigenous management theory | ||
| Identification of trends associated with the bibliometric characteristics of conceptual articles on international and comparative HRM | Examples: | |
| Trend 1: An increasing number of empirical articles | ||
| Trend 2: A decreasing number of publications authored by US researchers | ||
| Identification of trends in Korean HRM research based on an analysis of keywords | Trend 1: Organizational behavior and organization theory | |
| Trend 2: Organization theory and strategic management | ||
| Trend 3: Industrial Relations | ||
| Trend 4: The entire field of HRM |
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