Figure 1.
Figure S1.
Contingency table - assessment of titles and abstracts
| Rater 2 | |||||
|---|---|---|---|---|---|
| Rater 1 | 0 (irrelevant) | 1 (relevant) | 9 (potentially relevant) | Total | |
| 0 (irrelevant) | 97 | 1 | 5 | 103 | |
| 1 (relevant) | 11 | 3 | 1 | 15 | |
| 9 (potentially relevant) | 3 | 3 | 0 | 6 | |
| Total | 111 | 7 | 6 | 124 | |
The citation indexes of the journals in which the collected articles appeared (the indicator of the quality of the articles)
| Reference | Journal | CiteScore (2022) | JIF (2022) |
|---|---|---|---|
| (Baron & Bielby, 1980) | American Sociological Review | 17.8 | 9.1 |
| (Hakim, 1990) | Work, Employment and Society | 8.5 | 3.7 |
| (Kalleberg, 2003) | Work and Occupations | 5.3 | 2.9 |
| (Polavieja, 2003) | European Sociological Review | 5.8 | 3.2 |
| (Pfeifer, 2009) | Economic Record | 2.0 | 1.2 |
| (van Jaarsveld et al., 2009) | European Journal of Industrial Relations | 4.8 | 2.6 |
| (Heinze & Wolf, 2010) | Journal of Population Economics | 9.2 | 6.1 |
| (Avent-Holt & Tomaskovic-Devey, 2012) | Social Forces | 6.6 | 4.8 |
| (Friberg, 2012) | Ethnic and Racial Studies | 4.3 | 2.5 |
| (Ilsøe, 2012) | Economic and Industrial Democracy | 3.8 | 1.5 |
| (Pfeifer, 2012) | Journal for Labour Market Research | 2.6 | 1.7 |
| (Suleman et al., 2013) | Portuguese Journal of Social Science | 0.8 | 0.2 |
| (Avent-Holt & Tomaskovic-Devey, 2014) | American Behavioral Scientist | 5.3 | 3.2 |
| (Pfeifer, 2014) | Journal of Labor Research | 1.6 | 0.8 |
| (Tomaskovic-Devey et al., 2015) | American Journal of Sociology | 6.2 | 4.4 |
| (Ochsenfeld, 2018)* | European Sociological Review | 5.8 | 3.2 |
| (Suleman et al., 2019) | International Journal of Human Resource Management | 10.0 | 5.6 |
| (Kim et al., 2020) | Sociological Perspectives | 3.6 | 2.4 |
| (Pulignano et al., 2020) | Economic and Industrial Democracy | 3.8 | 1.5 |
| (Tomaskovic-Devey & Melzer, 2020) | PLOS ONE | 6.0 | 3.7 |
| (van Dijk et al., 2020) | Organizational Psychology Review | 7.6 | 6.1 |
| (Chen & Tang, 2022) | Global Networks | 4.2 | 2.4 |
| (Peters & Melzer, 2022) | Work and Occupations | 5.3 | 2.9 |
Review results – Scopus
| Results for keyword combinations | hr differentiation | human resource differentiation | workforce segmentation | workforce differentiation | strategic HRM | pay dispersion | i-deal* | diversity management | talent management |
|---|---|---|---|---|---|---|---|---|---|
| labour market segment* | 0 | 4 | 64 | 3 | 4 | 2 | 0 | 8 | 8 |
| labour market segregation | 0 | 0 | 2 | 0 | 0 | 0 | 0 | 2 | 0 |
Properties of HR differentiation (occurrence and research methodology)
| Property1 | Occurrence (number of articles) | Considered resources (number of articles)2 | Measurement (examples) | Level of analysis (number of articles)3 |
|---|---|---|---|---|
| Basis | 16 | M–9 | correlation between criteria (e.g., tenure) and resource (e.g., hourly wage); an employee’s affiliation to a particular collective agreement or branch/plant of the company | A–14 |
| AO–1 | ||||
| AM–1 | ||||
| AMO–2 | ||||
| Formalization | 19 | M–9 | scope of collective agreements for particular groups of employees | I–1 |
| AM–1 | ||||
| MO–1 | ||||
| AMO–6 | ||||
| Purpose | 11 | M–4 | employers’ manpower strategies | I–1 |
| AM–2 | ||||
| MO–1 | ||||
| AMO–3 | ||||
| Outcome heterogeneity | 20 | M–12 | difference in wage level or the number of training days between the two groups (e.g., permanent and temporary employees); Gini coefficient (wage) | A–17 |
| AM–2 | ||||
| MO–1 | ||||
| AMO–4 | ||||
| Distribution shape | 11 | M–8 | the size of the core workforce and the peripheral workforce; skewness of total wage | A–10 |
| AMO–3 | ||||
| Central tendency | 4 | M–4 | firm average hourly wage; difference between the firm’s average total hourly wage and the average wage in the industry | A–4 |
Review results – Web of Science
| Results for keyword combinations | hr differentiation | human resource differentiation | workforce segmentation | workforce differentiation | strategic HRM | pay dispersion | i-deal* | diversity management | talent management |
|---|---|---|---|---|---|---|---|---|---|
| labour market segment* | 0 | 0 | 58 | 2 | 3 | 4 | 0 | 8 | 5 |
| labour market segregation | 0 | 1 | 4 | 0 | 0 | 2 | 0 | 8 | 0 |
Overview of Studies
| Reference | Journal | Article type1 | Theory/concept | Type of market/industry and country | Relationship between HRd and LMS2 | Research methods3 |
|---|---|---|---|---|---|---|
| (Baron & Bielby, 1980) | American Sociological Review | T | Dual labor market theory, Internal labor market, Marxian class theory | Not applicable | LMS->HRd->LMS | Not applicable |
| (Hakim, 1990) | Work, Employment and Society | QN | Labor market segmentation theory | Sample of establishments, the United Kingdom | LMS->HRd->LMS | Survey |
| (Kalleberg, 2003) | Work and Occupations | QN | Core-periphery model | Sample of establishments, the United States | HRd->LMS | Survey |
| (Polavieja, 2003) | European Sociological Review | QN | Employment-rent approach | Sample of employees, Spain | LMS->HRd->LMS | Survey |
| (Pfeifer, 2009) | Economic Record | QN | Dual labor market theory, Core-periphery model | Sample of establishments, Germany | LMS->HRd | Survey |
| (van Jaarsveld, de Grip, & Sieben, 2009) | European Journal of Industrial Relations | M | Not explicitly indicated | Call centres, The Netherlands | LMS->HRd | Survey and interviews |
| (Heinze & Wolf, 2010) | Journal of Population Economics | QN | Discrimination model, Collective bargaining models, Insider-outsider theory | Sample of companies, Germany | LMS->HRd | Survey (LEED) |
| (Avent-Holt & Tomaskovic-Devey, 2012) | Social Forces | QN | Relational inequality theory | Manufacturing plants, the United States and Japan | LMS->HRd | Survey (LEED) |
| (Friberg, 2012) | Ethnic and Racial Studies | M | Dual labor market theory, Flexible firm model | Construction companies, Norway | LMS->HRd | Survey, In-depth interviews |
| (Ilsøe, 2012) | Economic and Industrial Democracy | QL | Dual labor market theory, Insider-outsider theory | Five industrial workplaces, Denmark | HRd->LMS | Interviews |
| (Pfeifer, 2012) | Journal for Labour Market Research | QN | Dual labor market theory | Sample of companies, Germany | LMS->HRd | Survey (LEED) |
| (Suleman, Lagoa, Suleman, & Pereira, 2013) | Portuguese Journal of Social Science | QN | Internal labor market, Collective bargaining models, Wage cyclicality models, Performance-related pay models | Sample of companies, Portugal | LMS->HRd | Survey (LEED) |
| (Avent-Holt & Tomaskovic-Devey, 2014) | American Behavioral Scientist | T | Relational inequality theory | Not applicable | HRd->LMS | Not applicable |
| (Pfeifer, 2014) | Journal of Labor Research | QN | Dual internal labor markets | Sample of companies, Germany | LMS->HRd | Survey (LEED) |
| (Tomaskovic-Devey, Hällsten, & Avent-Holt, 2015) | American Journal of Sociology | QN | Relational inequality theory | Economy-wide data, Sweden | LMS->HRd | Registry tax data (LEED) |
| (Ochsenfeld, 2018)* | European Sociological Review | QN | Dual labor market theory | Sample of establishments, Germany | HRd->LMS | Survey (LEED) |
| (Suleman, Lagoa, & Suleman, 2019) | International Journal of Human Resource Management | QN | Internal labor market, Human capital theory, Efficiency models | Sample of companies, Portugal | LMS->HRd->LMS | Survey (LEED) |
| (Kim et al., 2020) | Sociological Perspectives | QN | Relational inequality theory | Sample of establishments, Korea | LMS->HRd | Survey (LEED) |
| (Pulignano et al., 2020) | Economic and Industrial Democracy | QL | Not explicitly indicated | Multinational corporation subsidiaries in Belgium, Germany, and Britain (manufacturing sector) | LMS->HRd | Interviews, site visits, participant observations, and analysis of documents |
| (Tomaskovic-Devey & Melzer, 2020) | PLOS ONE | QN | Not explicitly indicated | Sample of companies, Germany | LMS->HRd | Survey (LEED) |
| (van Dijk, Kooij, Karanika-Murray, De Vos, & Meyer, 2020) | Organizational Psychology Review | T | Dual labor market theory | Not applicable | LMS->HRd->LMS | Not applicable |
| (Chen & Tang, 2022) | Global Networks | QL | Core-periphery model | Crewing agencies, China | LMS->HRd | Interviews |
| (Peters & Melzer, 2022) | Work and Occupations | QN | Relational inequality theory | Sample of establishments, Germany | LMS->HRd | Survey (LEED) |