Vol. 13 No. 4 (2025): Business & Management Studies: An International Journal
Articles

Integrating the Results-Only Work Environment (ROWE) model into contemporary human resource management: A comparative and strategic perspective

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  • Recep Caner Erselcan
Recep Caner Erselcan
Dr., Independent Researcher, Izmir, Türkiye

Published 2025-12-25

Keywords

  • ROWE Working Model, Competency-Based Human Resources Management Perspective (CBHRM), Performance Management, Strategic Human Resources Management (SHRM)
  • ROWE Çalışma Modeli, Yetkinliğe Dayalı İnsan Kaynakları Yönetimi (YDİKY), Performans Yönetimi, Stratejik İnsan Kaynakları Yönetimi (SİKY)

How to Cite

Integrating the Results-Only Work Environment (ROWE) model into contemporary human resource management: A comparative and strategic perspective. (2025). Business & Management Studies: An International Journal, 13(4), 1821-1851. https://doi.org/10.15295/bmij.v13i4.2646

Copyright (c) 2025 Recep Caner Erselcan

Creative Commons License

This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

How to Cite

Integrating the Results-Only Work Environment (ROWE) model into contemporary human resource management: A comparative and strategic perspective. (2025). Business & Management Studies: An International Journal, 13(4), 1821-1851. https://doi.org/10.15295/bmij.v13i4.2646

Abstract

With rapid technological developments in the workplace bringing the service sector to the forefront, the need for a knowledge-based workforce has increased. This situation has created a demand for more specialised personnel and heightened the need for knowledge workers. In this context, the ROWE model is considered a potential solution for meeting the employment needs of knowledge workers. This study aims to comprehensively examine the Results-Only Work Environment (ROWE) model by identifying its core characteristics, its relationship with human resource management (HRM) practices, and its similarities and differences with other HRM models. The study also analyses ROWE’s interaction with performance management and competency-based human resource management (CBHRM) approaches, assessing its contributions and modes of integration within the context of strategic human resource management (SHRM). The research was conducted through a comprehensive, systematic document analysis informed by a descriptive literature review. The findings indicate that ROWE has strategic significance in HRM. In this respect, the study fills an important gap in the literature by providing a holistic framework that explains how ROWE transforms organisational structures, competency-based practices, and performance-oriented processes.

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