Bridging human resource management theory and practice: Implications for industry‐engaged academic research

Abstract

The link between academic theory and the professional practice of human resource management (HRM) is often tenuous and disjointed. The "gap" between theory and practice is damaging to academics and practitioners. On the one hand, academic research is often highly theoretical and methodologically complex. On the other, HR professionals tend to oversimplify advice on "how to solve" HRM "problems" and they may conduct research lacking rigor and nuance. Insofar as a bridge can be built between HRM theory and practice, significant benefits exist for both parties. Mick Marchington exemplified this bridge. His commitment to pluralism wrought significant influence on the professional practice of HRM through highly readable and practically useful theory.We look to Marchington's work to draw lessons on how we can better bridge theory and practice for the enrichment of academics and practitioners. We develop a framework contrasting "academic esotericism" with "practitioner reductionism." We then propose a third way: "industry-engaged academic research."

Exploring the gap between research and practice in human resource management (HRM): a scoping review and agenda for future research

“…In addition, three studies examined differences in qualification (e.g., I/O psychologists vs. other HR experts; Jackson et al 2018), job level (Rynes et al 2002), or HR work experience (Bezzina et al 2017). Of the conceptual articles (k = 18), one referred to knowing-doing gaps in the field of HRM diversity management (Kulik 2014), 14 contained debates about the reasons for an overarching HRM research-practice divide and the resulting opportunities for improvement (Beer 2022;Cohen 2007;Gray et al 2011;Gubbins and Rousseau 2015;Jewell et al 2022;Kaufman 2022;Lawler and Benson 2022;Lawler 2007;Rousseau and Barends 2011;Short 2006;Short and Shindell 2009;Timming and Macneil 2023;Vosburgh 2022), and three further articles summarized research related to the HRM research-practice gap (Gill 2018;Kaufman 2012;Tkachenko et al 2017). The empirical studies were conducted in the USA, Canada, Australia, and Europe.…”

“…Therefore, it can be challenging for practitioners to apply research findings to their work environments (e.g., Gray et al 2011). There is consensus that the exchange between research and practice needs to improve (e.g., Cohen 2007;Short and Shindell 2009;Timming and MacNeil 2023;Vosburgh 2022).…”

“…The academic writing and publishing style is thought to affect communication hurdles (e.g., Beer 2022; Lawler and Benson 2022), including the use of technical language, the under-establishment of a practical orientation, and an overemphasis on numerical data (e.g., Gill 2018;Jewell et al 2022;Timming and MacNeil 2023). Thus, HR practitioners could benefit from an expanded use of models, frameworks, and storytelling to receive research findings in a more inspiring and emotional way (Gubbins and Rousseau 2015;).…”

Employee Involvement in Sustainability Projects in Emergent Markets: Evidence from Turkey

“…HR literature is a burgeoning topic of study that connects academics and professionals [32]. Traditional human resource management (HRM) is the process of managing people in organizations, and it includes all of the techniques used to manage people and keep them up to date, qualified, and aligned with the expectations of stakeholders; there is also a focus on activities related to individuals' professional qualification, learning, and training [33].…”

Mick Marchington and his contributions to human resource management

“…He was, for many years the chief examiner and later chief moderator and was also involved in draughting standards for the CIPD. This role was important to generations of HR practitioners (see Timming & Macneil, 2023).…”