Human Resource Management Impact Factor, Indexing, Ranking 2024

Human Resource Management is the premier academic journal focusing solely on the study of Human Resource Management (HRM). We publish scholarly articles presenting cutting-edge research and thought leadership on policy, practices, trends, and issues aimed at understanding and advancing the field of HRM and, in turn, the effective utilization of human capital and the practice of HRM in organizations. Human Resource Management seeks articles that uniquely advance and contribute to the academic literature (theoretically, empirically, and/or methodologically). In addition, in keeping with our history of bridging research and practice, submissions must also have practical significance in terms of clear implications for workforce policy or HRM practice.Human Resource Management welcomes research on micro-, macro-, or multi-level phenomena and research examining outcomes critical to society, organizations, or workers including the representatives and stakeholders of these groups. We accept articles on the full spectrum and any aspect of HRM or the management of human capital. Manuscripts can be based in disciplines other than HRM (e.g., organizational behavior, management, economics, psychology, sociology) or be cross-disciplinary, provided that HRM topics are directly assessed. That is, a human capital or HRM construct should be a variable of interest. It is unlikely that a manuscript will have sufficient implications for HRM practice or policy if this is not the case. For example, a study on team effectiveness would be out of scope but a study examining how HRM practices facilitate team effectiveness would be appropriate. Similarly, an archival study looking at firm characteristics and firm performance would be out of scope unless HRM practices are a part of those firm characteristics, or a key mediator or moderator is an HRM or human capital construct. Papers establishing or advancing our understanding of emergent HR topics or issues are also strongly encouraged. Human Resource Management publishes both conceptual and empirical articles including meta-analyses and critical reviews. We welcome articles utilizing any research perspective or rigorously applied research methodology. Studies may be exploratory or confirmatory, use qualitative or quantitative methods, and rely on inductive, deductive, or abductive theorizing.Human Resource Management has strong global recognition and readership and welcomes submissions from across the globe. Those submissions must, however, be in English with the writing quality of a publishable standard prior to submission. As a scholarly journal, subscribers and readers are primarily academics and researchers. Even though submissions need to have practical implications, articles written for a practitioner audience will be desk rejected as being outside the scope of the journal unless explicitly solicited as part of a special issue. Human Resource Management is committed to the highest standards of ethical research and to being author friendly, providing timely and constructive reviews of submitted manuscripts.

《人力资源管理》是专注于人力资源管理（HRM）研究的顶尖学术期刊。该期刊致力于发表探讨政策、实践、趋势及问题的学术论文，旨在深入理解和推进人力资源管理领域，进而提高人力资本的有效运用和组织中人力资源管理的实践。本刊寻求那些在理论、实证或方法论上具有独特贡献和促进学术文献发展的文章。此外，鉴于本刊在研究与实践之间架起桥梁的历史，投稿文章必须具有实际意义，即对劳动力政策或人力资源管理实践有明确的启示。本刊欢迎关于微观、宏观或多层次现象的研究，以及考察对社会、组织或工人（包括这些群体的代表和利益相关者）至关重要的结果的研究。《人力资源管理》接受关于人力资源管理或人力资本管理的全范围和任何方面的文章。手稿可以基于人力资源管理以外的学科（例如，组织行为学、管理学、经济学、心理学、社会学）或跨学科，只要人力资源管理的主题是直接评估的。也就是说，人力资本或人力资源管理的结构应该是感兴趣的变量。如果这种情况不成立，则手稿可能不足以对人力资源管理实践或政策产生足够的影响。例如，关于团队有效性的研究将超出范围，但研究人力资源管理实践如何促进团队有效性则是合适的。同样，除非公司特征或公司绩效是那些公司特征的一部分，或者关键的中介或调节因素是人力资源管理或人力资本结构，否则考察公司特征和公司绩效的存档研究将超出范围。此外，本刊强烈鼓励建立或推进我们对新兴人力资源管理主题或问题的理解的研究。《人力资源管理》发表概念和实证文章，包括元分析和批判性评论。本刊欢迎利用任何研究视角或严格应用研究方法的文章。研究可以是探索性的或验证性的，可以使用定性和定量方法，并依赖归纳、演绎或类比推理。本刊在全球范围内享有高度认可和广泛的读者群，欢迎来自世界各地的投稿。然而，投稿必须用英语撰写，并在提交前达到可发表的写作标准。作为学术期刊，订阅者和读者主要是学者和研究人员。尽管投稿需要具有实际影响，但专为实践者撰写的文章将被拒绝，除非明确作为特别问题的组成部分邀请投稿。《人力资源管理》致力于最高标准的伦理研究和作者友好服务，提供及时而建设性的稿件评审。