Contemporary Managerial Analysis Of Multi-Stakeholder Perspective In Human Resource Management: Towards A New Conceptual Framework
Journal
Journal of Contemporary Management Issues
Date Issued
2023-12-20
Author(s)
DOI
https://hrcak.srce.hr/en/file/446910
https://doi.org/10.30924/mjcmi.28.si.2
Abstract
The aim of the paper is to enhance the understanding of strategic human resource management (SHRM) as a
concept by identifying the factors that impact its adoption in organizations and the potential outcomes, thus
creating a comprehensive framework. This paper has been designed as an integrative literature review that
attempts to answer the following research questions: What are the predictors of the adoption of a multi-sta keholder perspective in human resource management and what are the expected outcomes of implementing
strategic human resource management in terms of value creation? In addition, the paper aims to answer the
following questions: How do strategic changes influence the adoption of the multi-stakeholder perspective in
human resource management (or the strategic human resource management processes) and is there a causality
between them? To explain the interconnectedness between strategic changes and human resource manage ment, the authors propose a conceptual framework for the multi-stakeholder perspective in human resource
management or a new model for strategic human resource management. The proposed conceptual model
provides a more comprehensive view of strategic human resource management. The key elements of the propo sed strategic human resource management model are the CEO leadership characteristics, including CEO career
diversity and CEO willingness to adopt the authentic leadership approach, and the possible consequences of
SHRM in achieving higher organizational effectiveness (improved organizational performance). This model also
assumes that employee engagement plays a mediating role between strategic human resource management
practices and organizational effectiveness. This paper provides an integrative literature review on the adoption
of the multi-stakeholder perspective in human resource management and creates a new conceptual framework
for strategic human resource management
concept by identifying the factors that impact its adoption in organizations and the potential outcomes, thus
creating a comprehensive framework. This paper has been designed as an integrative literature review that
attempts to answer the following research questions: What are the predictors of the adoption of a multi-sta keholder perspective in human resource management and what are the expected outcomes of implementing
strategic human resource management in terms of value creation? In addition, the paper aims to answer the
following questions: How do strategic changes influence the adoption of the multi-stakeholder perspective in
human resource management (or the strategic human resource management processes) and is there a causality
between them? To explain the interconnectedness between strategic changes and human resource manage ment, the authors propose a conceptual framework for the multi-stakeholder perspective in human resource
management or a new model for strategic human resource management. The proposed conceptual model
provides a more comprehensive view of strategic human resource management. The key elements of the propo sed strategic human resource management model are the CEO leadership characteristics, including CEO career
diversity and CEO willingness to adopt the authentic leadership approach, and the possible consequences of
SHRM in achieving higher organizational effectiveness (improved organizational performance). This model also
assumes that employee engagement plays a mediating role between strategic human resource management
practices and organizational effectiveness. This paper provides an integrative literature review on the adoption
of the multi-stakeholder perspective in human resource management and creates a new conceptual framework
for strategic human resource management
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Bozhinovska Tihona, Eftimov Ljupcho and Nakov Leonid, Journal of Contemporary Management Issues, 446910 Trud.pdf
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