课程编号： 02813080 授课对象： IPHD students, HR/OB major
课程名称：人力资源管理 英文名称： HRM Seminar
周学时 /总学时： 3/33~48 学 分： 2/32
任课教师： Fanmin Kong, Ph.D. 开课学期： Spring, 2009
先修课程： Research Methods, Master level HRM, OT, and OB
Seminar Venue: Classroom 216, GSM Building #1
Seminar Session Time: 15:40 – 18:40, Monday, Feb. 16 – June 1st, 2009
Instructor Office: 443 GSM Building #2
Office line: 6275 3198; Email: firstname.lastname@example.org
Office Hours: walk-in 14:00 – 16:00, on Wednesdays, or other time slots by appointment.
This seminar course is designed to provide a systematic analysis of these important issues in
the field of Human Resources and Industrial Relations (HRIR): the origin and evolution of
HRIR as a research field, the theoretical models in HRIR (e.g., Agency Theory, Transaction
Cost Theory, Motivation Theory, Human Capital Theory, HPWS Paradigm, Identity Theory,
and Social Network Model, etc.), research design and methods in HRIR, and fundamental
issues in HRIR, i.e., Staffing, Training, and Development of Human Resources, Performance
Management, Compensation and Benefits, Employment Relations, Corporate Culture, E-HR,
and International HRM. This seminar would be delivered in guided discussion sessions, and
your consummate effort and active participation are strongly encouraged.
Seminar participants are expected to understand, make critical observations and comments on,
and gain creative insights in, the basic issues examined in the papers assigned for this
Starting from Fall 2008, Newly-enrolled IPHD students will earn 2 credits from this seminar, thus
need at least 11 sessions or 33 meeting hours to meet this requirement. However, 2007-enrolled
doctoral students are still required participate 16 sessions in this seminar to earn their 3 credits. This
transition period should be end by 2009-2010 Academic year at PKU.
seminar. You will also be able to organize, present, and justify a recommendation while
leading or participating discussion sessions. My main purpose of designing and delivering
this HRM seminar is to teach participants what we can learn from studying these classical or
popular journal papers. In particular, I would like to instruct doctoral students the following:
how did those leading scholars in HRIR approach their questions, establish theoretical
frameworks, design various methods, conduct research, analyze data, and finally present their
research work? All doctoral students at GSM, by design, have to write a dissertation to
demonstrate their qualification in order to earn a degree from our IPHD program. Therefore,
this seminar would be a necessary stage to help doctoral students in HR/OB major to make
progresses towards that goal.
This is a tentative schedule, given the fact that there are too many papers in HRIR
deemed to learn. I will make adjustments among weeks, if all of us think that necessary.
Week 1: February 16, 2009
Course Introduction and Administrative Issues about the Seminar
Week 2: February 23rd, 2009
The Origins of Industrial Relations and Human Resource Management as a Research
Field: questions, theories, and challenges.
Brass, Daniel J. 1995. “A Social Network Perspective on Human Resource
Management”, Research in Personnel and Human Resources Management, Vol.
13, pp. 39-79.
Dipboye, Robert L. 2007. “Eight Outrageous Statements about HR Science”,
Human Resource Management Review, Vol. 17, pp. 96–106.
Kaufman, Bruce E. 2001. “Human Resources and Industrial Relations:
Commonalities and Differences”. Human Resource Management Review, Vol. 11,
Kaufman, Bruce E. 2003. “Models of Man in Industrial Relations Research”,
Industrial and Labor Relations Review, Vol. 43, No. 1, pp. 72-88.
[Giannantonio, Cristina M., and Amy E. Hurley. 2002. “Executive Insights into
HR Practices and Education”, Human Resource Management Review, Vol.12, pp
Papers put in brackets are suggested to read, but not required.
Week 3: March 2nd, 2009
The Research Agenda and Methodological Issues
HRMR Editorial. 2007. “The status of theory and research in human resource
management: Where have we been and where should we go from here?” Human
Resource Management Review, Vol. 17, pp. 93-95.
Arthur, Jeffrey B., and Trish Boyles. 2007. “Validating the human resource
system structure: A levels-based strategic HRM approach”, Human Resource
Management Review, Vol. 17, pp. 77–92
Huselid, Mark A. and Brian E. Becker. 1996. “Methodological Issues in Cross-
sectional and Panel Estimates of the Human Resource-Firm Performance Link”,
Industrial Relations, Vol. 35. No.3, pp. 400-422.
Wright, Patrick M. & Wendy R. Boswell. 2002. “Desegregating HRM: A review
and synthesis of micro and macro human resource management”. Journal of
Management, Vol. 28, No. 3, pp 247-276.
Week 4: March 9, 2009
Determinants of Human Resources Practices and Systems
Osterman, Paul. 1994. “How Common is Workplace Transformation and Who
Adopts it?” Industrial and Labor Relations Review, Vol. 47, No. 2, pp. 173-188.
Pil, Frits K., and John Paul Macduffie. “The Adoption of High-Involvement Work
Practices”, Industrial Relations, Vol. 35, No. 3, pp. 423-455.
Schuler, Randall S., and Susan E. Jackson. 1989. “Determinants of Human
Resource Management Priorities and Implications for Industrial Relations”,
Journal of Management, Vol. 15, pp. 89-99.
[Lynch, Lisa M. 2007. “The Adoption and Diffusion of Organizational
Innovation: Evidence for the U.S. Economy”. IZA Discussion Paper No. 2819]
Week 5: March 16, 2009
Consequences of Human Resources Practices and Systems
Huselid, Mark A. 1995. “The Impact of Human Resource Management on
Turnover, Productivity, and Corporate Financial Performance”, Academy of
Management Journal, Vol. 38, No. 3, pp. 635-672.
Ichniowski, Casey, Kathryn Shaw, Giovanna Prennushi. 1997. The American
Economic Review, Vol. 87, No. 3, pp. 291-313.
Youndt, Mark A., Scott A. Snell, James W. Dean, Jr., and David P. Lepak. 1996.
“Human Resource Management, Manufacturing Strategy, and Firm
Performance”, Academy of Management Journal, Vol. 39, No. 4, pp. 836-866.
[Chadwick, Clint. 2007. “Examining Non-Linear Relationships between Human
Resource Practices and Manufacturing Performance”, Industrial and Labor
Relations Review, Vol. 60, No. 4, pp. 499-521.;
Ben-Ner, Avner, and Derek C. Jones. 1995. “A New Conceptual Framework for
the Analysis of the Impact of Employee Participation, Profit Sharing and
Ownership on Firm Performance”, Industrial Relations, Vol. 34, pp. 532-554.]
Week 6: March 23rd, 2009
High-Performance (or High-Involvement, High-Commitment, Innovative) Work Systems
Cappelli, Peter, and David Neumark. 2001. “Do ‘High-Performance’ Work
Practices Improve Establishment-Level Outcomes?” Industrial and Labor
Relations Review, Vol. 54, No. 4, pp. 737-775.
Preuss, Gil A. “High Performance Work Systems and Organizational Outcomes:
The Mediating Role of Information Quality”, Industrial and Labor Relations
Review, Vol. 56, No. 4, pp. 590-605.
Tomer, John F. 2001. “Understanding High-Performance Work Systems: The
Joint Contribution of Economics and Human Resource Management,” The
Journal of Socio-Economics, Vol. 30, pp. 63-73.
[Godard, John, and John T. Delaney. 2000. “Reflections on the ‘High
Performance’ Paradigm’s Implications for Industrial Relations as a Field”,
Industrial and Labor Relations Review, Vol. 53, No. 3, pp. 482-502;
Kochan, Thomas A. 2000. “On the Paradigm Guiding Industrial Relations Theory
and Research: Comment on John Godard and John T. Delaney, “Reflections on
the ‘High Performance’ Paradigm’s Implications for Industrial Relations as a
Field”, Industrial and Labor Relations Review, Vol. 53, No. 4, pp. 704-711.]
Week 7: March 30, 2009
Acquiring Human Resources: Recruiting, Selecting, and Hiring
Breaugh, James A., and Mary Starke. 2000. “Research on Employee Recruitment:
So Many Studies, So Many Questions”, Journal of Management, Vol. 26, No. 3,
Klehe, Ute-Christine. 2004. “Choosing How to Choose: Institutional Pressures
Affecting the Adoption of Personnel Selection Procedures”, International
Journal of Selection and Assessment, Vol. 12, No. 4, pp. 327-342.
Turban, Daniel B., and Thomas W. Dougherty. 1992. “Influences of Campus
Recruiting on Applicant Attraction to Firms”, Academy of Management Journal,
Vol. 35, No. 4, pp. 739-765.
[Guasch, J. Luis, and Andrew Weiss. 1981. “Self-Selection in the Labor Market”,
American Economic Review, Vol. 71, No. 3, pp. 275-284.]
Week 8: April 6, 2009
Performance Evaluation and Feedbacks
Brett, Joan F., and Leanne E. Atwater. 2001. “360o Feedback: Accuracy,
Reactions, and Perceptions of Usefulness”, Journal of Applied Psychology, Vol.
86, No. 5, pp. 930-942.
Ferris, Gerald R., Timothy P. Munyon, Kevin Basik, and M. Ronald Buckley.
2008. “The Performance Evaluation Context: Social, Emotional, Cognitive,
Political, and Relationship Components”, Human Resource Management Review,
Vol. 18, pp. 146-163.
Levy, Paul E., and Jane R. Williams. 2004. “The Social Context of Performance
Appraisal: A Review and Framework for the Future”, Journal of Management,
Vol. 30, No. 6, pp. 881-905.
[Rynes, Sara L., Barry Gerhart, and Laura Parks. 2005. “Personnel Psychology:
Performance Evaluation and Pay for Performance”, Annual Review of
Psychology, Vol. 56, pp. 571-600;
Flint, Douglas H. 1999. “The Role of Organizational Justice in Multi-Source
Performance Appraisal: Theory-Based Applications and Directions for Research”,
Human Resource Management Review, Vol. 9, No. 1, pp. 1-20.]
Week 9: April 13, 2009
Training and Development
Balkin, David B. and Nathalie Richebé. 2007. “A Gift Exchange Perspective on
Organizational Training”, Human Resource Management Review, Vol. 17, pp.
Chen, Gilad, and Richard J. Klimoski. 2007. “Training and Development of
Human Resources at Work: Is the State of Our Science Strong?” Human
Resource Management Review, Vol. 17, pp. 180-190.
Lloyd, Caroline. 2002. “Training and Development Deficiencies in ‘High Skill’
Sectors”, Human Resource Management Journal, Vol. 12, No. 2, pp. 64-81.
Yamnill, Siriporn, and Gary N. McLean. 2001. “Theories Supporting Transfer of
Training”, Human Resource Development Quarterly, Vol. 12, No. 2, pp. 195-208.
Week 10: April 20, 2009
Career Development Concerns
Hezlett, Sarah A., and Sharon K. Gibson. 2005. “Mentoring and Human Resource
Development: Where We Are and Where We Need to Go”, Advances in
Developing Human Resources, Vol. 7, No. 4, pp. 446-469.
Ng, Thomas W. H., Kelly L. Sorensen, Lillian T. Eby, and Daniel C. Feldman.
2007. “Determinants of Job Mobility: A Theoretical Integration and Extension”,
Journal of Occupational and Organizational Psychology, Vol. 80, pp. 363-386.
Zanzi, Alberto, Michael B. Arthur, and Boas Shamir. 1991. “The Relationship
between Career Concerns and Political Tactics in Organizations”, Journal of
Organizational Behavior, Vol. 12, pp. 219-233.
Week 11: April 27, 2009
Compensation and Employee Benefits
Dulebohn, James H., and Stephen E. Werling. 2007. “Compensation Research
Past, Present, and Future”, Human Resource Management Review, Vol. 17, pp.
Gustman, Alan L., Olivia S. Mitchell, and Thomas L. Steinmeier. 1994. “The
Role of Pensions in the Labor Market: A Survey of the Literature”, Industrial and
Labor Relations Review, Vol. 47, No. 3, pp. 417-438.
Levine, David I. 1993. “What Do Wages Buy?” Administrative Science
Quarterly, Vol. 38, No. 3, pp. 462-483.
[Even, William E., and David A. Macpherson. “Gender Differences in Pensions”,
Journal of Human Resources, Vol. 29, No. 2, pp. 555-587.]
Week 12: May 4th, 2009
Profit Sharing and Employee Stock Ownership
Blasi, Joseph, Michael Conte, and Douglas Kruse. 1996. “Employee Stock
Ownership and Corporate Performance among Public Companies”, Industrial
and Labor Relations Review, Vol. 50, No. 1, pp. 60-79.
Kruse, Douglas L. 1996. “Why Do Firms Adopt Profit-Sharing and Employee
Ownership Plans?” British Journal of Industrial Relations, Vol. 34, No. 4, pp.
Magnan, Michel, and Sylvie St-Onge. 2005. “The Impact of Profit Sharing on the
Performance of Financial Services Firms”, Journal of Management Studies, Vol.
42, No. 4, pp. 761-791.
Week 13: May 11, 2009
Bebchuk, Lucian A., and Jesse M. Fried. 2006. “Pay without Performance:
Overview of the issues”, Academy of Management Perspectives, February, pp.
Jiraporn, Pornsit, Young Sang Kim, and Wallace N. Davidson III. 2005. “CEO
Compensation, Shareholder Rights, and Corporate Governance: An Empirical
Investigation”, Journal of Economics and Finance, Vol. 29, No. 2, pp. 242-258.
Hall, Brian J., and Kevin J. Murphy. 2003. “The Trouble with Stock Options”,
Journal of Economic Perspectives, Vol. 17, No. 3, pp. 49-70.
[Baker, George P., and Brian J. Hall. 2004. “CEO Incentives and Firm Size”,
Journal of Labor Economics, Vol. 22, No. 4, pp. 767-798.]
Week 14: May 18, 2009
Labor-Management Relations, Unionization, and Collective Bargaining
Boswell, Wendy R., and Julie B. Olson-Buchanan. 2004. “Experiencing
Mistreatment at Work: The Role of Grievance Filing, Nature of Mistreatment,
and Employee Withdrawal”, Academy of Management Journal, Vol. 47, No. 1,
Harbaugh, Rick. 2005. “The Effect of Employee Stock Ownership on Wage and
Employment Bargaining”, Journal of Comparative Economics, Vol. 33, pp.
Koch, Marianne J., and Greg Hundley. 1997. “The Effects of Unionism on
Recruitment and Selection Methods”, Industrial Relations, Vol. 36, No. 3, pp.
[Card, David, Thomas Lemieux, and W. Craig Riddell. 2004. “Unions and Wage
Inequality”, Journal of Labor Research, Vol. XXV, No. 4, pp. 519-562;
Albert Rees. 1989. The Economics of Trade Unions, 3rd ed., The University of
Week 15: May 25, 2009
Work and Family Issues in HRM
Parasurama, Saroj, and Jeffery H. Greenhaus. 2002. “Toward Reducing Some
Critical Gaps in Work-Family Research”, Human Resource Management Review,
Vol. 12, pp. 299-312.
Pratt, Michael G., and José Antonio Rosa. 2003. “Transforming Work-Family
Conflict into Commitment in Network Marketing Organizations”, Academy of
Management Journal, Vol. 46, No. 4, pp 395-418.
Sikora, Patricia, Sarah Moore, Leon Grunberg, and Edward Greenberg. 2007.
“Work-Family Conflict: An Exploration of Causal Relationships in a 10-year, 4-
wave Panel Study”, IBS Working Paper PEC2007-0001, pp. 1-39.
[Silbaugh, Katharine B. 2004. “Is the Work-Family Conflict Pathological or
Normal Under the FMLA? The Potential of the FMLA to Cover Ordinary Work-
Family Conflicts”, Journal of Law & Policy, Vol. 15, pp. 193-217.]
Week 16: June 1st, 2009
New Challenges to the HRM Field
Bognanno, Mario F., John W. Budd, and Morris M. Kleiner. 2007. “Symposium
Introduction: Governing the Global Workplace”, Industrial Relations, Vol. 46,
No. 2, pp. 215-221.
Burke, Ronald J., and Eddy Ng. 2006. “The Changing Nature of Work and
Organizations: Implications for Human Resource Management”, Human
Resource Management Review, Vol. 16, pp. 86-94.
Collings, David G., Hugh Scullion, and Michael J. Morley. 2007. “Changing
Patterns of Global Staffing in the Multinational Enterprises: Challenges to the
Conventional Expatriate Assignment and Emerging Alternatives”, Journal of
World Business, Vol. 42, pp. 198-213.
[Gamble, Jos. 2006. “Introducing Western-Style HRM Practices to China:
Shopfloor Perceptions in a British Multinational”, Journal of World Business,
Vol. 41, pp. 328-343.]
Discussion sessions will be the major conducts for this doctoral seminar.
五、教学过程中 IT 工具等技术手段的应用
I don’t need fancy IT technologies in this course, except I may show students some pictures
that may invoke research questions.
Selected journal articles appeared in ILRR, IR, BJIR, HRMR, IHRM, JM, AOMJ, etc.
1. Milgrom, Paul, and John Roberts. 1992. Economics, Organization and
Management. Englewood Cliffs, New Jersey: Prentice Hall. (highly recommended)
2. Lazear, Edward P. 1998. Personnel Economics for Managers, John Wiley & Sons,
Inc. New York. (highly recommended)
3. Begin, James P. 1997. Dynamic Human Resource Systems: Cross-National
Comparisons, de Gruyter Studies in Organization 79, Berlin, New York: de Gruyter.
4. [John W. Budd: Employment with a Human Face: Balancing Efficiency, Equity, and
Voice, 2004, Cornell University Press.]
There are no other supporting materials needed for this course.
All registered seminar participants have to follow the course schedule agreed upon first
lecture, and prepare the discussion as required in advance. Students who skipped the
classroom meeting three times for no legitimate reasons will fail this course, and must retake
it next academic year.
Course grade: 50% paper, 25% participation, 25% presentations. The paper will be evaluated
for the thoroughness of ideas, the care taken in exploring actual cases in light of theoretical
concepts, clarity of exposition, and the general presentation of ideas. Participation will be
evaluated for the extent of preparation for class discussion and active participation in it. The
presentations will be evaluated for clarity, and for responsiveness to questions and comments.