HR? It’s Not My Job! Toward the Framework of First-Line Manager's HR Role Identity

The road taken and the path forward for HR devolution research: An evolutionary review

“…However, despite line managers' pleas that HR is not their job (e.g., Hall & Torrington, 1998), the characterization of related concepts has received little attention so far. In fact, we have yet little to say about why line managers believe so (Kou et al, 2020). We evaluate that role identity theory (Stryker, 1968) is well-suited to address this issue since role identification pertains to the social meaning and norms and, thus, serves as a guide of behaviors (Burke & Tully, 1977;Stets & Burke, 2000).…”

“…A voluminous literature emphasized that managers across all organizational levels are likely to be involved in the HR implementation process (Nishii & Wright, 2007;Becker & Huselid, 2006). In comparison, there is currently a scarcity of empirical research on how other HR-related actors provide relevant support to line managers to achieve effective HR implementation (Kou et al, 2020). Thus, one possible next step would be to analyze the engagement of other HR actors (e.g., top managers, HR professionals, middle management, and peer line managers) with line managers in the HR implementation process (Kou et al, 2020; as illustrated in Fig-…”