Human Resource Management Review

期刊简介：The Human Resource Management Review (HRMR) is a quarterly academic journal devoted to the publication of scholarly conceptual/theoretical articles pertaining to human resource management and allied fields (e.g. industrial/organizational psychology, human capital, labor relations, organizational behavior). HRMR welcomes manuscripts that focus on micro-, macro-, or multi-level phenomena relating to the function and processes of human resource management. HRMR publishes articles that provide new insights aimed at stimulating future theory development and empirical research. Critical examinations of existing concepts, theories models, and frameworks are also welcome as are quantitative meta-analytical reviews that make a conceptual/theoretical contribution. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods. Papers introducing or helping to advance our understanding of emergent HR topics or issues are also strongly encouraged. HRMR does not consider manuscripts that report qualitative or quantitative studies that test hypotheses or inductively examine ideas. In addition, conceptual papers and meta-analyses that do not sufficiently advance the literature in terms of providing novel insights for further theoretical development and empirical research will not be considered. Moreover, in its quest to foster the development of general theories and models, HRMR does not consider papers that deal with a single occupation, company, industry or country, nor cases of these entities (a single company, industry, etc. can be used as the primary example, but should not be the only example and the insights of the paper must be generalizable beyond that primary example). Finally, as a scholarly journal, manuscripts written primarily for practicing managers are also not considered. Submissions of these types of papers will be rejected as being outside the scope of the journal, unless requested as part of a special issue. The Editor and Associate Editors will provide an initial editorial review to determine whether submissions fall within the scope of the journal and/or are of sufficient merit to warrant peer review.

【译文】《人力资源管理评论》（HRMR）是一份学术季刊，致力于发表与人力资源管理及相关领域（例如工业/组织心理学、人力资本、劳动关系、组织行为）相关的学术概念/理论文章。 HRMR 欢迎关注与人力资源管理功能和流程相关的微观、宏观或多层次现象的稿件。 HRMR 发表的文章提供了旨在刺激未来理论发展和实证研究的新见解。对现有概念、理论模型和框架的批判性审查也受到欢迎，以及做出概念/理论贡献的定量元分析评论。适用于 HRMR 的主题领域包括（但不限于）战略人力资源管理、国际人力资源管理、组织中人力资源职能的性质和作用、任何特定的人力资源职能或活动（例如，工作分析、工作设计、劳动力规划、招聘、选拔和安置、绩效和人才管理、奖励系统、培训、发展、职业、安全与健康、多元化、公平、歧视、雇佣法、员工关系、劳资关系、劳动力指标、人力资源）分析、人力资源管理和技术、社会问题和人力资源管理、离职和保留）、影响人力资源管理活动或受人力资源管理活动影响的主题（例如，气候、文化、变革、领导力和权力、群体和团队、员工态度和行为、个人、团队和/或组织绩效）以及人力资源管理研究方法。还强烈鼓励介绍或帮助增进我们对新兴人力资源主题或问题的理解的论文。 HRMR 不考虑报告测试假设或归纳检验想法的定性或定量研究的手稿。此外，在为进一步的理论发展和实证研究提供新颖见解方面未能充分推进文献的概念性论文和荟萃分析将不会被考虑。此外，在促进一般理论和模型发展的过程中，HRMR 不考虑涉及单一职业、公司、行业或国家的论文，也不考虑这些实体的案例（单个公司、行业等可以用作主要示例，但不应该是唯一的示例，并且论文的见解必须可以推广到主要示例之外）。最后，作为学术期刊，主要为执业经理撰写的手稿也不被考虑。除非作为特刊的一部分提出要求，否则提交的此类论文将因超出期刊范围而被拒绝。编辑和副编辑将提供初步编辑审查，以确定提交的内容是否属于期刊的范围和/或是否有足够的价值来保证同行评审。