Human resources relations: A new paradigm for better theorizing and research on the HR/IR field

Abstract

This new, dynamic, value-free universal paradigm supplies new concepts for the explanation of all HR/IR phenomena as products of the interaction of impersonal environmental forces with the direct and indirect stakeholders’ relevant characteristics, preferences, and expedients. It supplies new concepts for the inputs of the employee and the employer into their two-way employment interaction that brings about the productive and nonproductive utilization of the employee's human resources in an employment relationship. New concepts are also proposed for stakeholders’ decisions on action to defend and/or advance their preferences and/or expedients. The paradigm recognizes that such action always takes place in formal/informal influence channels leading to formal/informal decision arenas. It analyzes the possible outcomes of the interacting forces. The feedback of such outcomes to the stakeholders and their environments thus produces a continuous flow of HR/IR phenomena that remains constant unless the strength and/or composition of the forces change. Diagrams illustrate these new concepts and a practical example showing how their use improves research and theory.

Citation

Walker, K.F. (2009), "Human resources relations: A new paradigm for better theorizing and research on the HR/IR field", Lewin, D. and Kaufman, B.E. (Ed.) Advances in Industrial & Labor Relations (Advances in Industrial & Labor Relations, Vol. 16), Emerald Group Publishing Limited, Leeds, pp. 137-159. https://doi.org/10.1108/S0742-6186(2009)0000016009