In this paper we review the current use of action research in the field of Human Resource Management (HRM), and assess its potential contribution to the field. We show that action research is very suitable for theory development and excels in developing scholarly knowledge that informs practitioners and is relevant for specific contexts. Although only a handful of HRM papers label their research as action research (from our review of nine journals between 2000 and 2019), they substantially contribute to HRM by explaining the role of context and the dynamic nature of HRM design, implementation and evaluation and by showing the effectiveness of systemic interventions. We offer guidelines for conducting HRM action research projects, emphasizing the importance of involving relevant stakeholders, rigorously making field notes of the research process and reflexivity on the interests of both researchers and practitioners.

在本文中，我们回顾了行动研究在人力资源管理（HRM）领域中的当前使用，并评估了其对这一领域的潜在贡献。我们表明，行动研究非常适合理论发展，并且擅长发展能为从业者提供信息并与特定情况相关的学术知识。尽管只有少数HRM论文将其研究标记为行动研究（来自我们对2000年至2019年间9种期刊的评论），但它们通过解释环境的作用以及HRM设计，实施和评估的动态性质以及通过以下方式对HRM做出了实质性贡献：显示系统性干预的有效性。我们提供了开展人力资源管理行动研究项目的指南，强调了让相关利益相关者参与进来的重要性，