Read the summary and the most important questions on Desegregating HRM: A review and synthesis of Micro and Macro HRM research. | Wright

• 1 Abstract and introduction

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• What happened with the past reviews regarding HRM? (Wright)

  Past revieuws have commendably identified some of the major issues surrounding the various aspects of HRM, they have consistently segregated different aspects of the field, most notably the macro (strategic) and micro (functional) sides.
  

• It is our (Wright & Boswell) belief to unify the field. How do they want to do that?

  Through examining the linkages between these sub-fields (macro and micro), we attempt to integrate the independent issues.
  

• What is the purpose of the paper? (Wright)

  To provide a framework for identifying the intersections (kruispunten) of macro and micro HRM research and to explore how those intersections can result in more profound HRM research.
  

• 2 Defining the landscape of HRM

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• How will Wright use Micro HRM?

  To refer to the more functionally orientated view of HRM. Traditionally micro HRM research has explored the impact of HR practices on individuals. The vein (stroom) largely explores how HR can increase individual productivity, quality, satisfaction. In all cases the goal is to identify and account (rekening houden met) for variance across individuals.
  

• Juxtaposing (samenvoegen) from these dimensions (micro/macro/practices) results in the typology shown in the image. Explain the quadrants. (Wright)

  -Upper left-hand: the research examining systems of HR practices as the org. level of analysis (e.g. SHRM)
  -Lower right-hand: area focusing on single HR practices and their impact on individuals (industrial/org. psychology)
  -Upper right: examines individual practices at the org. level of analysis
  -Lower left: focuses on research exploring multiple practices t the ind. level of analysis (e.g. psy. contract)

• 3 Multiple pratice research at the organizational level

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• In summary, empirical schemes do not reveal consistent patterns of HR practices. However, it appears that consensus is emerging arround the conceptual categorizations of... which 3 subjects? (Wright)

  1 Employee skills (practices aimed at attracting and developing the skills of the workforce)
  2 Motivation (practices that elicit (uitloking) high motivation)
  3 EMpowerment (practices enabling employee voice and influence). Whether these categoiztions will hold under empirical scrutiny (toetsing) remains to be seen.
  

• 4 Single pratice research at the organizational level

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• What are the disadvantages of the single practice studies? (Wright)

  These studies often appear driven by a motivation to prove that a certain functional area 'matters'. However, such studies are problematic for a few reasons. For example that they ignore potential simultaneity that might exist with other practices.
  

• 7 Bridging the macro/micro gulf

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• What does Wright mean with 'applying micro rigor (rigorieusheid) to marco research'?

  One of the most obvious places of contribution stems from the extensive research methodology and analytic techniques that have envolved within the micro research domain. While early macro research has revealed a number of interesting and provocative relationships, this emerging field can now benefit from more rigorous methodologies and techniques.
  

• Just as marco research can benefit from micro methodology, micro research can learn from the overarching (overkoepelende) goals of macro research. What does Wright means by that?

  Macro research had tended to adopt the assumption shared by strategy researchers that org. seek to maximize their economic performance. HR somehow impacts stakeholders wealth. This doesn't mean that Micro pays no attention to economic performance. But the point is that over time one can often lose sight of the end goal.
  

• Macro HRM research also generally seeks to understand HRM systems as a goal, rather than individual practices. Why is that not the case with micro research? (Wright)

  Micro research focuses on individual HR practices. Applying macro goals to micro research also would entail (met zich mee brengen) broadening such research to more frequently study multiple HR practices or systems and their impact on individuals.