Social Systems Theory as Theoretical Framework for Human Resource Management – Benediction or Curse?

Wolfgang Mayrhofer

doi:10.5771/0935-9915-2004-2-178

Contents
- Chapter Expand | CollapseAuthorsPage
- 167–170 Titelei/Inhaltsverzeichnis 167–170
- 171–177 Human Resource Management: The Need for Theory and Diversity Wolfgang Weber, Rüdiger Kabst Wolfgang Weber, Rüdiger Kabst 171–177
- 178–191 Social Systems Theory as Theoretical Framework for Human Resource Management – Benediction or Curse? Wolfgang Mayrhofer Wolfgang Mayrhofer 178–191
- 192–200 Theoretical Substantiation of Human Resource Management from the Perspective of Work and Organisational Psychology Niclas Schaper Niclas Schaper 192–200
- 201–214 A Plea for a Behavioural Approach in the Science of Human Resources Management Albert Martin Albert Martin 201–214
- 215–227 Personnel Economics: An Economic Approach to Human Resource Management Uschi Backes-Gellner Uschi Backes-Gellner 215–227
- 228–248 Political [Personnel] Economy – a Political Economy Perspective to Explain Different Forms of Human Resource Management Strategies Werner Nienhüser Werner Nienhüser 228–248
- 249–263 Pourquoi pas? Rational Choice as a Basic Theory of HRM Wenzel Matiaske Wenzel Matiaske 249–263
- 264–269 Book Reviews 264–269
- 270–272 New Books 270–272
Durchsuchen Sie das Werk
Geben Sie ein Keyword in die Suchleiste ein
CC-BY Access

mrev management revue , page 178 - 191

Social Systems Theory as Theoretical Framework for Human Resource Management – Benediction or Curse?

Autoren

Wolfgang Mayrhofer

DOI
- doi.org/10.5771/0935-9915-2004-2-178
- ISSN: 0935-9915
- ISSN online: 1861-9908
Abstract

Social systems theory as developed by Niklas Luhmann is an option for the theoretical foundation of Human Resource Management (HRM). After clarifying the advantages of using a grand (social) theory as the basic theoretical perspective, the roots of this social systems theory - the deterministic view of systems as machines, the open systems approach and non-linear systems theory - are addressed. Based on the view of social systems as autopoietically closed systems, five major contributions to a theoretical foundation of HRM are identified: (1) the conceptualisation of organising and managing human resources as social processes, thus overcoming an individualistic angle; (2) the new importance of individuals as essential element in the system's environment; (3) the abstention form far reaching or highly unrealistic assumptions about the 'nature' of human beings; (4) the interaction between various levels and units of analysis built into the theory which is essential for comprehensive and in-depth analyses of HR phenomena and (5) the openness for additional theories for which social systems theory provides the overall framework.
Share