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Managing the Human Factor: The Early Years of Human Resource Management in American Industry

Kaufman, Bruce E

1, 2008

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Globalization and convergence–divergence of HRM across nations: New measures, explanatory theory, and non-standard predictions from bringing in economics

Human resource management review, 2016-12, Vol.26 (4), p.338-351

Kaufman, Bruce E.

2016

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The real problem: The deadly combination of psychologisation, scientism, and normative promotionalism takes strategic human resource management down a 30‐year dead end

Human resource management journal, 2020-01, Vol.30 (1), p.49-72

Kaufman, Bruce E.

2020

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Evolution of Strategic HRM as Seen Through Two Founding Books: A 30th Anniversary Perspective on Development of the Field

Human resource management, 2015-05, Vol.54 (3), p.389-407

Kaufman, Bruce E.

2015

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The academic-practitioner gap: Past time to bring in the practitioner perspective

Human resource management review, 2022-06, Vol.32 (2), p.100895, Article 100895

Kaufman, Bruce E.

2022

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Strategic Human Resource Management Research in the United States: A Failing Grade After 30 Years?

Academy of Management perspectives, 2012-05, Vol.26 (2), p.12-36

Kaufman, Bruce E.

2012

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Market competition, HRM, and firm performance: The conventional paradigm critiqued and reformulated

Human resource management review, 2015-03, Vol.25 (1), p.107-125

Kaufman, Bruce E.

2015

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The historical development of American HRM broadly viewed

Human resource management review, 2014-09, Vol.24 (3), p.196-218

Kaufman, Bruce E.

2014

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Taking the pulse at work: An employment relations scorecard for Australia

Journal of industrial relations, 2018-04, Vol.60 (2), p.145-175

2018

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The RBV theory foundation of strategic HRM: critical flaws, problems for research and practice, and an alternative economics paradigm

Human resource management journal, 2015-11, Vol.25 (4), p.516-540

Kaufman, Bruce E.

2015

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The Development of Human Resource Management Across Nations: Unity and Diversity

1, 2014

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Designing and implementing high-performance work systems: Insights from consulting practice for academic researchers

Human resource management review, 2022-03, Vol.32 (1), p.100749, Article 100749

2022

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Minimum Wage Channels of Adjustment

Industrial relations (Berkeley), 2015-04, Vol.54 (2), p.199-239

2015

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THE THEORETICAL FOUNDATION OF INDUSTRIAL RELATIONS AND ITS IMPLICATIONS FOR LABOR ECONOMICS AND HUMAN RESOURCE MANAGEMENT

Industrial & labor relations review, 2010-10, Vol.64 (1), p.74-108

KAUFMAN, BRUCE E.

2010

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Richard Lester's Institutional-Industrial Relations Model of Labor Markets and the Near-Zero Minimum Wage Employment Effect: The Model Card and Krueger Ignored but Shouldn't Have

Journal of economic issues, 2020-10, Vol.54 (4), p.1002-1032

Kaufman, Bruce E.

2020

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SHRM Theory in the Post-Huselid Era: Why It Is Fundamentally Misspecified

Industrial relations (Berkeley), 2010-04, Vol.49 (2), p.286-313

KAUFMAN, BRUCE E.

2010

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How Capitalism Endogenously Creates Rising Income Inequality and Economic Crisis: The Macro Political Economy Model of Early Industrial Relations

Industrial relations (Berkeley), 2018-01, Vol.57 (1), p.131-173

Kaufman, Bruce E.

2018

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The Evolution of Korean Industrial and Employment Relations

1, 2018

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Rethinking Industrial Relations, or at least the British radical frame

Economic and industrial democracy, 2018-11, Vol.39 (4), p.577-598

Kaufman, Bruce E

2018

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INSTITUTIONAL ECONOMICS AND THE MINIMUM WAGE: BROADENING THE THEORETICAL AND POLICY DEBATE

Industrial & labor relations review, 2010-04, Vol.63 (3), p.427-453

KAUFMAN, BRUCE E.

2010

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History of the British Industrial Relations Field Reconsidered: Getting from the Webbs to the New Employment Relations Paradigm

British journal of industrial relations, 2014-03, Vol.52 (1), p.1-31

Kaufman, Bruce E.

2014

Volltextzugriff (PDF)

Alternative balanced scorecards built from paradigm models in strategic HRM and employment/industrial relations and used to measure the state of employment relations and HR system performance across U.S. workplaces

Human resource management journal, 2021-01, Vol.31 (1), p.65-92

2021

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Using unitarist, pluralist, and radical frames to map the cross-section distribution of employment relations across workplaces: A four-country empirical investigation of patterns and determinants

Journal of industrial relations, 2021-04, Vol.63 (2), p.204-234

2021

Volltextzugriff (PDF)

THE ORIGINS AND THEORETICAL FOUNDATION OF ORIGINAL INSTITUTIONAL ECONOMICS RECONSIDERED

Journal of the history of economic thought, 2017-09, Vol.39 (3), p.293-322

Kaufman, Bruce E.

2017

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Voice and Involvement at Work: Experience with Non-Union Representation

1, 2015

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Managing the Human Factor: The Early Years of Human Resource Management in American Industry

Globalization and convergence–divergence of HRM across nations: New measures, explanatory theory, and non-standard predictions from bringing in economics

The real problem: The deadly combination of psychologisation, scientism, and normative promotionalism takes strategic human resource management down a 30‐year dead end

Evolution of Strategic HRM as Seen Through Two Founding Books: A 30th Anniversary Perspective on Development of the Field

The academic-practitioner gap: Past time to bring in the practitioner perspective

Strategic Human Resource Management Research in the United States: A Failing Grade After 30 Years?

Market competition, HRM, and firm performance: The conventional paradigm critiqued and reformulated

The historical development of American HRM broadly viewed

Taking the pulse at work: An employment relations scorecard for Australia

The RBV theory foundation of strategic HRM: critical flaws, problems for research and practice, and an alternative economics paradigm

The Development of Human Resource Management Across Nations: Unity and Diversity

Designing and implementing high-performance work systems: Insights from consulting practice for academic researchers

Minimum Wage Channels of Adjustment

THE THEORETICAL FOUNDATION OF INDUSTRIAL RELATIONS AND ITS IMPLICATIONS FOR LABOR ECONOMICS AND HUMAN RESOURCE MANAGEMENT

Richard Lester's Institutional-Industrial Relations Model of Labor Markets and the Near-Zero Minimum Wage Employment Effect: The Model Card and Krueger Ignored but Shouldn't Have

SHRM Theory in the Post-Huselid Era: Why It Is Fundamentally Misspecified

How Capitalism Endogenously Creates Rising Income Inequality and Economic Crisis: The Macro Political Economy Model of Early Industrial Relations

The Evolution of Korean Industrial and Employment Relations

Rethinking Industrial Relations, or at least the British radical frame

INSTITUTIONAL ECONOMICS AND THE MINIMUM WAGE: BROADENING THE THEORETICAL AND POLICY DEBATE

History of the British Industrial Relations Field Reconsidered: Getting from the Webbs to the New Employment Relations Paradigm

Alternative balanced scorecards built from paradigm models in strategic HRM and employment/industrial relations and used to measure the state of employment relations and HR system performance across U.S. workplaces

Using unitarist, pluralist, and radical frames to map the cross-section distribution of employment relations across workplaces: A four-country empirical investigation of patterns and determinants

THE ORIGINS AND THEORETICAL FOUNDATION OF ORIGINAL INSTITUTIONAL ECONOMICS RECONSIDERED

Voice and Involvement at Work: Experience with Non-Union Representation

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