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The development of an ethical perspective of Human Resource Management is still in its early stages. It arises in part from concern of some writers with uncritical acceptance of soft HRM as 'ethical'. Many have voiced concern about the double-edged sword of soft HRM. This paper adds to the debate by highlighting the often-overlooked yet fundamental distinction between engaging employees and acting in the interests of employees. The assumption of a direct and positive relationship betweendoi:10.4225/03/59fab75caef5c fatcat:ie5fczilhjba3cnauv7q54uwha