HRM practices in a process of organisational change: A contextualist perspective

Pichault, François; Schoenaers, Frédéric

doi:10.1111/1464-0597.00127

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HRM practices in a process of organisational change: A contextualist perspective

Pichault, François; Schoenaers, Frédéric

2003 • In Applied Psychology, 52 (1), p. 120-143

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https://hdl.handle.net/2268/2274

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10.1111/1464-0597.00127

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Keywords :

change; HRM; context

Abstract :

[en] This paper explores the interactions between HRM practices and contextual factors in a process of organisational change. We first present a typology of HRM models, in line with Mintzberg's organisational configurations. We then develop a contingent view on HRM issues-highlighting the influence of some contextual factors-followed by a more political view which reveals the power games between the different stakeholders, each of them enacting specific contextual factors. Finally, we give a more concrete understanding of the contextualist framework discussing its application to a case study in the alimentary sector.

Research center :

Laboratoire d'Etudes sur les Nouvelles Technologies de l'Information, la Communication, l'Innovation et le Changement - LENTIC

Disciplines :

Social, industrial & organizational psychology

Author, co-author :

Pichault, François ; Université de Liège - ULiège > HEC - École de gestion de l'ULiège > Gestion des ressources humaines

Schoenaers, Frédéric ; Université de Liège - ULiège > Institut des sciences humaines et sociales > Sociologie des ress. hum. et des systèmes institutionnels

Language :

English

Title :

HRM practices in a process of organisational change: A contextualist perspective

Publication date :

January 2003

Journal title :

Applied Psychology

ISSN :

0269-994X

eISSN :

1464-0597

Publisher :

Blackwell Publ Ltd, Oxford, United Kingdom

Volume :

Issue :

Pages :

120-143

Peer reviewed :

Peer Reviewed verified by ORBi

Available on ORBi :

since 10 December 2008

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23 (19 by ULiège)

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