Science commercialization in the context of research universities suggests that strategic human resources management (SHRM) theory needs to be revisited. The primary reason being that the organizational and human resources strategies of many research universities have increasingly diverged; the secondary reason being that this won’t be changing anytime soon. ing qualitative and quantitative information from a purposive sample of research centers, we present evidence that what the SHRM literature refers to as “technical” HRM practice is perhaps more important to organizational performance than what the SHRM literature refers to as “strategic” HRM practice. Related, the cases suggest SHRM theory should expand to include constructs from the study of leadership styles and network management approaches. Based on the case study results, we present and discs new theoretical propositions for SHRM to address.
We Guarantee Your Academic Excellence
For $8.5/Page Kick Away Your Academic Hustle