مقاله انگلیسی رایگان در مورد وضعیت مدیریت منابع انسانی در خاورمیانه – اسپرینگر ۲۰۱۸

Based on a robust structured literature analysis, this paper highlights the key developments in the field of human resource management (HRM) in the Middle East. Utilizing the institutional perspective, the analysis contributes to the literature on HRM in the Middle East by focusing on four key themes. First, it highlights the topical need to analyze the context-specific nature of HRM in the region. Second, via the adoption of a systematic review, it highlights state of development in HRM in the research analysis set-up. Third, the analysis also helps to reveal the challenges facing the HRM function in the Middle East. Fourth, it presents an agenda for future research in the form of research directions. While doing the above, it revisits the notions of Buniversalistic^ and Bbest practice^ HRM (convergence) versus Bbest-fit^ or context distinctive (divergence) and also alternate models/diffusion of HRM (crossvergence) in the Middle Eastern context. The analysis, based on the framework of cross-national HRM comparisons, helps to make both theoretical and practical implications.

The developments in the field of human resource management (HRM), especially in the developed parts of the world, are now well documented (see Jackson, Schuler, & Jiang, 2014 for a detailed review of the field). Also, increasing attempts are being made to highlight the state of HRM field in emerging markets (e.g., Horwitz & Budhwar, 2015), under researched countries (e.g., see Nguyen, Teo, & Ho, 2018for a review on HRM in Vietnam) and other parts of the world (e.g., Chen, Chuang, & Chen, 2018). Over the past couple of decades, we can see a steady stream of research emerging related to HR issues in the Middle East. A literature review of last three years highlights a surge in HR-related research for this context (see Table 6). It also reveals a fragmented picture of the scene and the clear absence of a comprehensive review which can not only help to report the key developments in the field, but also guide future research. An attempt is made in this paper to address such gaps. There are a variety of reasons which support the topical need for this analysis. An overarching one is the strong scarcity of reliable literature and its systematic contextual analysis on the topic of HRM and the growing interest of both researchers and practitioners in the region of the Middle East (see Afiouni, Ruël, & Schuler, 2014; Budhwar & Mellahi, 2016). Also, the Middle Eastern context is a unique and interesting ground for studying and researching international HRM (IHRM) because of the unique nature of the workforce in this region, who are predominantly expatriates from different parts of the world. A number of related reasons include the developments in the fields of HRM and IHRM where the present debate is linked to the contribution of the HR function towards organizational performance (e.g., Chow, Teo, & Chew, 2013; Gerrard & Lockett, 2018; Kim & Sung-Choon, 2013; Ma, Long, Zhang, Zhang, & Lam, 2017) (to what extent this is valid for firms operating in the Middle East?) and the convergence-divergence thesis (to what extent HRM in the Middle East is converging-diverging with other parts of the world) respectively; growing interest of businesses, researchers and policy makers in the region as it continues to economically grow amidst of socio-political and security-related developments, some of which are still unfolding; there are regular calls for such analysis for the under-researched parts of the world (e.g., Gao, Zuzul, Jones, & Khanna, 2017); and the influence of the unique socio-cultural and the rapidly changing institutional set-up of the Middle East (e.g., the nationalization programs being pursued dealing with recruitment and development of citizens to increase their employability, thereby reducing the country’s dependence on an expatriate workforce) is not yet adequately researched.