Despite increasing interest in human resource management (HRM) implementation as an explanation for the association between HRM and firm performance, considerable confusion remains about what implementation means. In order to develop conceptual definitions of HRM implementation and implementation effectiveness, this study builds on three different literatures outside the HRM field (strategy, innovation, and change management), which have addressed this topic extensively. As a result, implementation is characterized as a dynamic process, involving the interaction among multiple actors, starting with the adoption of a new practice and ending with its routinization. This is distinguished from implementation effectiveness as an outcome of that process. The study helps to achieve construct clarity, hence providing a more solid basis for future research and allowing for a better consolidation of findings. The authors also develop an agenda for further research by reviewing a number of theoretical and methodological approaches that have been used in implementation research across fields, including HRM. Overall, the study aims to establish implementation research as a highly relevant academic and practical quest not only in HRM, but also in other management literatures.

中文翻译：

---

从预期到实际甚至超越：（人力资源管理）实施的跨学科视角

尽管人们对人力资源管理（HRM）实施的兴趣日益浓厚，因为人力资源管理（HRM）可以解释人力资源管理与公司绩效之间的关系，但对于实施哪种方法仍存在很大困惑手段。为了制定人力资源管理实施和实施有效性的概念定义，本研究以人力资源管理领域以外的三篇不同文献（战略，创新和变更管理）为基础，这些文献已广泛涉及该主题。结果，实施被描述为一个动态过程，涉及多个参与者之间的互动，从采用新实践开始到以常规化结束。这是该过程的结果与实施有效性的区别。该研究有助于使结构清晰，从而为将来的研究提供更坚实的基础，并允许更好地合并研究结果。作者还回顾了包括HRM在内的各个领域的实施研究中使用的许多理论和方法，从而制定了进一步研究的议程。总体而言，该研究旨在将实施研究确立为不仅在人力资源管理中，而且在其他管理文献中都高度相关的学术和实践探索。