Science commercialization in the context of USA research universities suggests that strategic human resources management (SHRM) theory practices should be considered cautiously. The primary reason being that the organizational and human resources strategies of many USA research universities has increasingly diverged; the secondary reason being that this will not be changing anytime soon. Using qualitative and quantitative information from a purposive sample of twenty-one university–industry research centers established by the US National Science Foundation, we present evidence that what the SHRM literature refers to as ‘technical’ human resource management (HRM) practice is perhaps more important to organizational performance than what the SHRM literature refers to as ‘strategic’ HRM practice. Relatedly, the cases suggest that university research center managers should consider leadership styles and network management approaches and established human resource (HR) practices, which may produce the results the plethora of strategic research commercialization initiatives at universities strive to achieve.

中文翻译：

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科学政策的实施：战略人力资源管理与技术人力资源管理

在美国研究型大学的背景下，科学商业化表明，应谨慎考虑战略性人力资源管理（SHRM）理论实践。主要原因是许多美国研究型大学的组织和人力资源策略之间的差异越来越大。第二个原因是这种情况不会很快改变。使用由美国国家科学基金会建立的21个大学-行业研究中心的有针对性的样本中的定​​性和定量信息，我们提供证据表明SHRM文献所指的“技术”人力资源管理（HRM）实践可能更多对于组织绩效而言，重要的是比SHRM文献所称的“战略” HRM实践。相关地，