This article presents a systematic literature review of how norms are used in a sample of 436 articles in the human resource management (HRM) field. In exploring how norms are theorized, applied, and operationalized, the article identifies four main thematic fields in which norms are commonly used: culture, diversity, labor market, and work–life. The article makes three main contributions to the existing literature. First, it reveals a pervasive inconsistency in the use of norms across HRM research such that any assumption of a “norm of norms”—that is, consensus on the meaning of norms in HRM—is erroneous and in need of critical reflection. Second, the review offers a typology that outlines four similarities and differences in how HRM research employs norms. Finally, the authors propose a norm-critical research agenda as a relevant basis for future critical and reflexive enquiry into norms in both HRM theory and practice.

本文对人力资源管理 (HRM) 领域的 436 篇文章样本中如何使用规范进行了系统的文献回顾。在探讨规范如何被理论化、应用和操作化时，本文确定了规范常用的四个主要主题领域：文化、多样性、劳动力市场和工作-生活。本文对现有文献做出了三个主要贡献。首先，它揭示了在 HRM 研究中使用规范的普遍不一致，因此任何“规范规范”的假设——即对 HRM 中规范含义的共识——都是错误的，需要进行批判性反思。其次，该评论提供了一种类型学，概述了人力资源管理研究如何使用规范的四个相似之处和不同之处。最后，