Suggested future research
| Future research area | Research question | Commentary |
|---|---|---|
| Interplay of skills and organizational impact | How do specific skills of HR practitioners affect organizational change outcomes? | This question addresses the need to evaluate specific HR skills (e.g. functional and social skills) and their effectiveness in organizational change |
| Role of motivation in change efforts | To what extent does HR motivation influence the success and sustainability of change initiatives? | Understanding how motivation impacts HR’s long-term engagement in change initiatives may reveal critical factors that enhance or diminish change efficacy |
| Contextual opportunities and HR change agency effectiveness | How do organizational conditions moderate HR’s change agency? | This question explores how organizational conditions (e.g. HR’s structural positioning and managerial support) enable or limit HR’s contributions to change initiatives |
| Devolution of change responsibilities | What is the impact of devolving HRM responsibilities on HR’s ability to lead versus support organizational change initiatives? | This question considers how delegation to managers affects HR’s influence and effectiveness, particularly in change management roles |
| HR as collaborative change partners with line managers | How can HR and line managers co-create change initiatives to maximize organizational impact? | This question encourages exploration into collaborative approaches, aligning with the conceptual framework’s emphasis on shared responsibilities in change agency |
| Gender and emotion management in HR practices | How does the gendered context of HR work affect HR practitioners’ emotion management roles in change processes? | Investigating gender dynamics may highlight challenges or strengths in emotion management that are influenced by the gender coding of HR work |
| The nature of the change | How does type, content and scale of change affect HR change agency? | Identifying how the type of change (planned, emergent, or imposed), content focus (HR-related or technical), and scale (size and impact) influence HR’s involvement and responsibilities is essential to understanding HR change agency |
| Future research area | Research question | Commentary |
|---|---|---|
| Interplay of skills and organizational impact | How do specific skills of HR practitioners affect organizational change outcomes? | This question addresses the need to evaluate specific HR skills (e.g. functional and social skills) and their effectiveness in organizational change |
| Role of motivation in change efforts | To what extent does HR motivation influence the success and sustainability of change initiatives? | Understanding how motivation impacts HR’s long-term engagement in change initiatives may reveal critical factors that enhance or diminish change efficacy |
| Contextual opportunities and HR change agency effectiveness | How do organizational conditions moderate HR’s change agency? | This question explores how organizational conditions (e.g. HR’s structural positioning and managerial support) enable or limit HR’s contributions to change initiatives |
| Devolution of change responsibilities | What is the impact of devolving HRM responsibilities on HR’s ability to lead versus support organizational change initiatives? | This question considers how delegation to managers affects HR’s influence and effectiveness, particularly in change management roles |
| HR as collaborative change partners with line managers | How can HR and line managers co-create change initiatives to maximize organizational impact? | This question encourages exploration into collaborative approaches, aligning with the conceptual framework’s emphasis on shared responsibilities in change agency |
| Gender and emotion management in HR practices | How does the gendered context of HR work affect HR practitioners’ emotion management roles in change processes? | Investigating gender dynamics may highlight challenges or strengths in emotion management that are influenced by the gender coding of HR work |
| The nature of the change | How does type, content and scale of change affect HR change agency? | Identifying how the type of change (planned, emergent, or imposed), content focus (HR-related or technical), and scale (size and impact) influence HR’s involvement and responsibilities is essential to understanding HR change agency |
Source(s): Created by authors
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