Abstract
In this study, the intellectual structure of the field of human resources management (HRM) has been investigated and new theoretical foundations and research trends that will contribute to the development of the field have been proposed. Content analysis was used in the research and a longitudinal analysis was performed. The results show that sociology-based organizational theories further affected the field in the 1990s. In the 2000s, it was determined that the dominant theories in the field were human capital theory from economy discipline, social exchange theory from sociology discipline, and resource based view from strategic management discipline. In the 2010s, human capital theory from economy discipline, social capital theory from sociology discipline, and resource based view from strategic management discipline had widespread effects in the field. Finally, strategic human resource management (SHRM), outcomes and human resources practices were determined as the research trends that have been most effective on the field from the 1990s to the present. However, the context research trend was less effective in the field compared to other research trends. As a result, it can be stated that future researches that want to contribute to the field of human resources management can benefit from theory of the growth of the firm, Austrian school of economics, strategy as a practice and new institutional economies. In addition, research trends in the future of the field could be stated as the effects of industry 4.0, e-HRM, and artificial intelligence studies on human resource management.
Highlights
As a scientific study field, personnel management or human resources management (HRM) started to develop in the USA during the World War I years (Dulebohn et al, 1995: 21)
As a scientific study field, personnel management or HRM started to develop in the USA during the World War I years (Dulebohn et al, 1995: 21)
The field of HRM was commemorated by Taylor's (1914) study of movement and time, which was accepted as the foundation of management science until the 1920s
Summary
As a scientific study field, personnel management or HRM started to develop in the USA during the World War I years (Dulebohn et al, 1995: 21). Along with the end of the war, the period from the early 1920s to the 1930s was a period in which informal social networks and human relations were examined within the formal organizational structures (Dulebohn et al, 1995) This period was marked by the Hawthorne studies (Mayo et al, 1949). In the period from the 1970s to the 1980s, the focus of the field was evolved from industrial relations to HRM along as unionization movements in the USA lost their influence (Ferris et al, 2004: 234) This change introduced the concepts such as cost, productivity, strategy and competitive advantage to the field (Huselid, 1995: 636). This situation revealed SHRM (Strategic Human Resource Management) as a dominant field of study in the field (Wright and McMahan, 1992: 295; Schuler et al, 1993: 419; Boxall et al, 2000: 183)
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