Theoretical Substantiation of Human Resource Management from the Perspective of Work and Organisational Psychology

By Schaper, Niclas | Management Revue, January 1, 2004 | Go to article overview

Theoretical Substantiation of Human Resource Management from the Perspective of Work and Organisational Psychology


Schaper, Niclas, Management Revue


Theoretical Substantiation of Human Resource Management from the Perspective of Work and Organisational Psychology**

In the article it is tried to substantiate further developments in human resource management with reference to the competency approach in work and organisational psychology. First the objectives of scientific and applied research in work and organisational psychology are lined out. Then the competency approach is discussed as a helpful concept to different challenges of human resource management. With reference to this assumption three different theoretical and methodological perspectives are introduced which focus on different aspects of understanding, analysing, diagnosing and developing competencies. These include the action and self-organisation theory perspectives of competencies and the competency modelling perspective.

Key words: Work and Organisational Psychology, Action Theory, Self-organisation Theory, Competency Modelling Approach, Competency Based Human Resource Management

Introduction

The understanding and effective management of people in organisations is the core issue of human resource management. As a scientifically substantiated discipline of business management and administrative science it is based on theoretical models and empirically proven concepts and methods. The theories, concepts and methods are derived from a diversity of other disciplines and fields of scientific research. Thus, the theoretical and methodological approach to HRM issues is in most cases eclectic because of their complex and not well defined characteristics. One of these disciplines in which HRM is rooted is psychology - especially work and organisational (w/o)psychology.

W/o-psychology is the science of behaviour and other human variables at work and in organisations. It is an applied science which draws from a broad and diverse theoretical basis (Frieling/Sonntag 2000). This specifically includes psychological theories of cognition, motivation, learning and social behaviour which are used to describe, explain, predict, and control human behaviour at work or in organisational settings. These theoretical concepts are not only helpful to guide psychological research in workplaces and organisations, they are also used to solve practical problems especially in the field of human resource management. Psychological theories of work motivation, e.g., have been used to develop job analysis techniques to diagnose motivational dimensions of work. Based on these theories, interventional concepts to (re)design jobs for the enhancement of work motivation have also been created and positively evaluated. In accordance with Lewin's (1936) sentence "Nothing is as practical as a good theory" one of the central goals of applied research in w/o-psychology is that the development of diagnostic and interventional concepts or tools should be theoretically substantiated and reflect sound psychological models. Based on this philosophy researchers in w/o-psychology have developed a wide spectrum of theoretically substantiated diagnostic and interventional approaches and methods. These concepts are in fact related to many of the core areas of human resource management like needs or requirements analyses, personnel recruitment and selection, personnel development and health prevention, enhancement of work motivation and performance improvement or the support of adequate leadership behaviour.

Concerning the question of how theoretical developments in the field of w/opsychological could substantiate approaches in human resource management the author is somehow in a dilemma. An adequate answer would result in an endless enumeration of psychological concepts which have proven to be useful in applied organisational contexts or to support human resource management issues. Alternatively, one could select promising theoretical models or approaches of w/o-psychology which are justified under a certain perspective or dependant on defined criteria. …

The rest of this article is only available to active members of Questia

Already a member? Log in now.

Notes for this article

Add a new note
If you are trying to select text to create highlights or citations, remember that you must now click or tap on the first word, and then click or tap on the last word.
One moment ...
Default project is now your active project.
Project items

Items saved from this article

This article has been saved
Highlights (0)
Some of your highlights are legacy items.

Highlights saved before July 30, 2012 will not be displayed on their respective source pages.

You can easily re-create the highlights by opening the book page or article, selecting the text, and clicking “Highlight.”

Citations (0)
Some of your citations are legacy items.

Any citation created before July 30, 2012 will labeled as a “Cited page.” New citations will be saved as cited passages, pages or articles.

We also added the ability to view new citations from your projects or the book or article where you created them.

Notes (0)
Bookmarks (0)

You have no saved items from this article

Project items include:
  • Saved book/article
  • Highlights
  • Quotes/citations
  • Notes
  • Bookmarks
Notes
Cite this article

Cited article

Style
Citations are available only to our active members.
Buy instant access to cite pages or passages in MLA, APA and Chicago citation styles.

(Einhorn, 1992, p. 25)

(Einhorn 25)

1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25, http://www.questia.com/read/27419298.

Cited article

Theoretical Substantiation of Human Resource Management from the Perspective of Work and Organisational Psychology
Settings

Settings

Typeface
Text size Smaller Larger Reset View mode
Search within

Search within this article

Look up

Look up a word

  • Dictionary
  • Thesaurus
Please submit a word or phrase above.
Print this page

Print this page

Why can't I print more than one page at a time?

Help
Full screen

matching results for page

    Questia reader help

    How to highlight and cite specific passages

    1. Click or tap the first word you want to select.
    2. Click or tap the last word you want to select, and you’ll see everything in between get selected.
    3. You’ll then get a menu of options like creating a highlight or a citation from that passage of text.

    OK, got it!

    Cited passage

    Style
    Citations are available only to our active members.
    Buy instant access to cite pages or passages in MLA, APA and Chicago citation styles.

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn, 1992, p. 25).

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences." (Einhorn 25)

    "Portraying himself as an honest, ordinary person helped Lincoln identify with his audiences."1

    1. Lois J. Einhorn, Abraham Lincoln, the Orator: Penetrating the Lincoln Legend (Westport, CT: Greenwood Press, 1992), 25, http://www.questia.com/read/27419298.

    Cited passage

    Thanks for trying Questia!

    Please continue trying out our research tools, but please note, full functionality is available only to our active members.

    Your work will be lost once you leave this Web page.

    Buy instant access to save your work.

    Already a member? Log in now.

    Author Advanced search

    Oops!

    An unknown error has occurred. Please click the button below to reload the page. If the problem persists, please try again in a little while.