The frontier of corporate social responsibility (CSR) is constantly being negotiated by corporate and non-corporate actors that vie to define its meaning and scope. In this article, we explore the relationship between CSR and governance in the context of global value chains that span both organizational boundaries and geographic borders. We draw on the CSR and global value chain literature to highlight the nexus between CSR and what we see as two overlapping dimensions of governance. These are industrial governance (or the coordination of relationships among actors in a global value chain) and global governance (the efforts of non-state actors to manage transnational processes, including via the creation of norms and rules regarding global production). Drawing inspiration from an emergent neo-Gramscian perspective on global value chains, we propose the notion of contested governance to explain how CSR becomes a key domain in which these contending, though potentially complementary, ways of defining and delimiting governance as an analytic concept play out.

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MNCs' politics has been considered a 'contested terrain' and further research is needed into the dynamics between the Head Office's drastic restructuring decisions and local responses to understand how collective resistance is performed, and on what conditions. A neo-Gramscian approach is developed to analyse two plants in France facing drastic restructuring, including shutdown. We trace the dynamics of forces significant in aligning resisting subjects. We identify two structural processes -chains of equivalence and chains of difference -which were significant to the constitution of resistance. This article contributes to the development and refinement of a neo-Gramscian approach to management and organization studies in general and to multinational corporations' politics in particular. It refines the study of multinational corporations' politics by explaining how collective resistance is constituted and organized, what favours and limits the possibility of creating a collective antagonistic front and the role of local managerial resistance.

The paper analyses the transformation of HRM policies for skilled employees in large corporations in France over the last decade in relation to changes occurring in governance patterns and competitive strategies. First, we highlight a shift towards globalization and financialization in the strategic management of large corporations in France, entailed by the diffusion of a shareholder form of capitalism in that country. Second, we characterize the market-based HRM model applied to skilled employees under these new strategic orientations, and the diversity of ways in which these transformations are perceived depending on employees' age and level of responsibility within the firm.