Differences in the treatment of involvement in the human resource management (HRM)–performance research stream have been underplayed, as commentaries concentrate on showing that HRM produces a performance premium, and more recently on exploring the mechanisms explaining this. This paper first identifies the two initial concerns of the research stream – the value of employee involvement and the holistic treatment of HRM – and the way these are joined to present a unified view of the area. It then reviews the studies, confirming that involvement has been underplayed or neglected completely, and is only prioritized in a minority. A divide is identified between HRM as an orientation towards fostering employee involvement – seen as a managerial philosophy – and as a technology – a set of practices constituting high‐performance work systems. The paper then argues that acknowledgement of this divide matters, and concludes by drawing out some implications for how we should progress the research stream.

中文翻译：

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人力资源管理绩效研究：每个人都真的在员工参与度上处于同一页面吗？

人力资源管理（HRM）绩效研究流中参与处理方式的差异被低估了，因为评论集中于表明人力资源管理产生了绩效溢价，而最近则在探索解释这一点的机制。本文首先确定了研究流程中的两个最初的关注点–员工参与的价值和对HRM的整体处理–以及将它们结合在一起以呈现该领域统一视图的方式。然后，它审查了研究，确认参与已被轻描淡写或被完全忽略，并且仅在少数群体中被优先考虑。人力资源管理之间的鸿沟被确定为一种促进员工参与的方向（被视为一种管理理念）和一种技术（一组构成高性能工作系统的实践）。