How and why do employees from heterogeneous professional and occupational groups respond to the same HR practice differently—job redesign—and what is the implication of this for human resource management (HRM) implementation? Drawing upon a qualitative case study of job redesign in the English health and social care sector, affecting three distinct groups of employees, we highlight the different ways these employees respond to the implementation of job redesign over time. We contribute to a nascent literature discussing employees' role in HRM implementation. We also show that different types of professionals (occupational professionals, paraprofessionals, and organisational professionals) respond to job redesign differently, depending on its impact on their professional identity, which, in turn, affects its implementation.

中文翻译：

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职业认同在人力资源管理实施中的作用：来自工作再设计案例研究的证据

来自不同专业和职业群体的员工如何以及为什么对相同的人力资源实践做出不同的反应——工作重新设计——这对人力资源管理 (HRM) 的实施有何影响？借鉴英国健康和社会护理部门工作重新设计的定性案例研究，影响三个不同的员工群体，我们强调这些员工随着时间的推移对工作重新设计实施的不同反应方式。我们为讨论员工在 HRM 实施中的角色的新生文献做出了贡献。我们还表明，不同类型的专业人士（职业专业人士、辅助专业人士和组织专业人士）对工作重新设计的反应不同，这取决于其对其专业身份的影响，进而影响其实施。