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Empirical Research on Human Resource Management as a Production of Ideology

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  • Werner Nienhueser

Abstract

The article argues that empirical research on Human Resource Management creates a one-sided, distorted image of the reality of work and thus generates ideology. Such an ideology legitimises HR practices and favours the interests of entrepreneurs and managers. This assertion is illustrated and discussed using the case of empirical research in HRM in German-speaking countries, although the ideology assertion should also be valid for Anglo-Saxon countries. It is shown that HRM research mainly follows employer objectives; it primarily analyses performance-related variables. The surveyed HR practices focus on “High Performance Works Systems”, while other HR practices are largely ignored. Mainly organisational elites (managers, experts and other highly qualified employees) are surveyed as personnel and provide information about the situation in companies. Empirical research paints a unitaristic picture; depicting the employer and the role of HR management positively. Deviations from an employee-friendly HR strategy are overlooked or seen as relatively rare anomalies.

Suggested Citation

  • Werner Nienhueser, 2011. "Empirical Research on Human Resource Management as a Production of Ideology," management revue - Socio-Economic Studies, Nomos Verlagsgesellschaft mbH & Co. KG, vol. 22(4), pages 367-393.
  • Handle: RePEc:nms:mamere:1861-9908_mrev_2011_4_nienhueser
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    File URL: https://www.nomos-elibrary.de/10.5771/0935-9915-2011-4-367
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    References listed on IDEAS

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    1. Erko Martins & Alexander Pundt & Claes S. Horsmann & Friedemann W. Nerdinger, 2008. "Organizational Culture of Participation: Development and Validation of a Measure," Zeitschrift fuer Personalforschung. German Journal of Research in Human Resource Management, Rainer Hampp Verlag, vol. 22(2), pages 195-215.
    2. Pfeffer, Jeffrey, 2010. "Building Sustainable Organizations: The Human Factor," Research Papers 2017r, Stanford University, Graduate School of Business.
    3. Sug-In Chang, 2008. "Work Role Stressors and Turnover Intentions: A Study of IT Personnel in South Korea," Zeitschrift fuer Personalforschung. German Journal of Research in Human Resource Management, Rainer Hampp Verlag, vol. 22(3), pages 272-290.
    4. repec:iab:iabfme:200907(de is not listed on IDEAS
    5. Peter Cappelli & David Neumark, 2001. "Do “High-Performance†Work Practices Improve Establishment-Level Outcomes?," ILR Review, Cornell University, ILR School, vol. 54(4), pages 737-775, July.
    6. Janik, Florian & Kohaut, Susanne, 2009. "Warum antworten sie nicht? Unit-Nonresponse im IAB-Betriebspanel," FDZ Methodenreport 200907_de, Institut für Arbeitsmarkt- und Berufsforschung (IAB), Nürnberg [Institute for Employment Research, Nuremberg, Germany].
    7. Oliver E. Williamson, 1984. "Efficient Labour Organization," Palgrave Macmillan Books, in: Frank H. Stephen (ed.), Firms, Organization and Labour, chapter 6, pages 87-118, Palgrave Macmillan.
    8. Gert G. Wagner & Joachim R. Frick & Jürgen Schupp, 2007. "The German Socio-Economic Panel Study (SOEP) – Scope, Evolution and Enhancements," Schmollers Jahrbuch : Journal of Applied Social Science Studies / Zeitschrift für Wirtschafts- und Sozialwissenschaften, Duncker & Humblot, Berlin, vol. 127(1), pages 139-169.
    9. Anne Keegan & Paul Boselie, 2006. "The Lack of Impact of Dissensus Inspired Analysis on Developments in the Field of Human Resource Management," Journal of Management Studies, Wiley Blackwell, vol. 43(7), pages 1491-1511, November.
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    Cited by:

    1. Chux Gervase Iwu & Lloyd Kapondoro & Michael Twum-Darko & Thobekani Lose, 2016. "Strategic Human Resource Metrics: A Perspective of the General Systems Theory," EuroEconomica, Danubius University of Galati, issue 2(12), pages 5-24, April.
    2. Chux Gervase Iwu & Lloyd Kapondoro & Michael Twum-Darko & Thobekani Lose, 2016. "Strategic Human Resource Metrics: A Perspective of the General Systems Theory," Acta Universitatis Danubius. OEconomica, Danubius University of Galati, issue 12(2), pages 5-24, April.
    3. Michelle Greenwood & Harry J. Van Buren, 2017. "Ideology in HRM Scholarship: Interrogating the Ideological Performativity of ‘New Unitarism’," Journal of Business Ethics, Springer, vol. 142(4), pages 663-678, June.
    4. Jan Willem Nuis & Pascale Peters & Rob Blomme & Henk Kievit, 2021. "Dialogues in Sustainable HRM: Examining and Positioning Intended and Continuous Dialogue in Sustainable HRM Using a Complexity Thinking Approach," Sustainability, MDPI, vol. 13(19), pages 1-20, September.

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    More about this item

    Keywords

    ideology; power empirical research; images of work;
    All these keywords.

    JEL classification:

    • C80 - Mathematical and Quantitative Methods - - Data Collection and Data Estimation Methodology; Computer Programs - - - General
    • D22 - Microeconomics - - Production and Organizations - - - Firm Behavior: Empirical Analysis
    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation

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