By returning to an old insight that frames of reference influence action, we theorize that actors’ frames influence their desired HR practices, and these practices will be stable if managers and employees share similar frames. When actors’ frames are mismatched, however, HR practices can violate employee expectations and trigger a sensemaking process, potentially leading to framing contests and conflict. We hypothesize predicted patterns of conflict and expected outcomes depending on the nature of the mismatched frames. Allowing for mismatched frames uniquely highlights the importance of recognizing managers’ and employees’ frames for understanding HR outcomes and conflicts observed in practice.

中文翻译：

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理解（错误）匹配的参考框架：人力资源实践中（不）稳定性的动态认知理论

通过回到参考框架影响行动的旧见解，我们推测参与者的框架会影响他们期望的人力资源实践，如果经理和员工共享相似的框架，这些实践将是稳定的。然而，当演员的框架不匹配时，人力资源实践可能会违反员工的期望并引发意义建构过程，从而可能导致框架竞赛和冲突。我们根据不匹配帧的性质假设预测的冲突模式和预期结果。允许不匹配的框架独特地突出了识别经理和员工的框架对于理解人力资源成果和实践中观察到的冲突的重要性。