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Source
Journal of Organizational Change Management, 16, 3, (2003), pp. 272-286ISSN
Publication type
Article / Letter to editor

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Organization
Sociale Bedrijfskunde - t/m 2007
Personeelsmanagement - t/m 2007
Journal title
Journal of Organizational Change Management
Volume
vol. 16
Issue
iss. 3
Page start
p. 272
Page end
p. 286
Subject
PARTicipation and New Employment RelationsAbstract
This paper sketches the outlines of a differentiated approach towards the contribution of HRM to organizational change. While departing from a critique on the assumptions of the human resource‐based view of the firm, we develop an alternative approach which has been derived from the core elements of the relational theory of emotions. These elements, which pertain to the complexity of human beings, emphasize the processes and relational characteristics of emotions and the hegemonic power base of emotions. We argue that it is necessary to sensitize HRM to the emotional subroutines entwined in organizational change, and that an empathic and respectful approach towards people's authenticity should be cultivated.
This item appears in the following Collection(s)
- Academic publications [204107]
- Electronic publications [102394]
- Nijmegen School of Management [12901]
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