Theoretical Perspective and Outline

Part of the Contributions to Management Science book series (MANAGEMENT SC.)

Theoretically, this dissertation is situated within a strand of research which is concerned with how, why, and when organizational arrangements for employing and managing human capital differ. It will be argued, in particular, that configurations of employment and management practices should be contingent on the function of human capital in the organizational value-adding process, such as managing organizational systems, performing specialized technical functions, or carrying out physical work. The configuration of employment and management practices as dependent variable takes account of factors such as career paths, expectations regarding employment security, pay arrangements, selection and monitoring systems, and the performance appraisal process. The goal of this approach is not only to describe configurations contingent on some independent variable but also to explore and explain the link between the independent variable and the dependent configurations and to make recommendations with regard to the optimization of configurations for different workforce functions.


Human Capital Psychological Contract Employment Relationship Performance Appraisal Transaction Cost Economic 
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