Diversity between and within varieties of capitalism: transnational survey evidence

Walker, James; Brewster, Chris; Wood, Geoffrey

doi:10.1093/icc/dtt014

Cited by 37 publications

(33 citation statements)

References 20 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Indeed, despite increasing levels of internationalization and attendant pressures to de-regulate economies, in general, and employment regulations, in particular, comparative institutional analysis (CIA) has shown how patterns of economic coordination continue to differ between countries (Hotho, 2014;Psychogios and Wood, 2010;Szamosi et al, 2010), supporting the view that contrasting institutional settings lead to different kinds of advantages to firms (Allen and Whitely, 2012;Schneider and Paunescu, 2012). More specifically, CIA analyses have shown how employment legislation can shape employers' investments in particular employee skills (Harcourt and Wood, 2007), how institutionalized forms of worker voice can lower employee turnover rates (Croucher et al, 2012) and collective redundancies (Brewster et al, 2015), and how institutions shape organizations' use of external training providers (Walker et al, 2014).…”

Section: Introductionmentioning

confidence: 82%

Establishments’ use of temporary agency workers: the influence of institutions and establishments’ employment strategies

Allen

et al. 2016

The International Journal of Human Resource Management

View full text Add to dashboard Cite

Syed Imran Saqib Alliance Manchester Business School AcknowledgementsWe are grateful to Prof. Wilkinson and three anonymous reviewers for helpful comments and guidance on previous versions of this paper. AbstractComparative institutional analyses have added much to our understanding of HRM in different countries, providing powerful arguments against the need for flexible labour markets to boost economic performance. However, existing research has tended to downplay the possibility that variation within countries may result in a well-protected core of workers that grows ever smaller alongside increasing numbers of precarious workers. We draw on data from the World Economic Forum and the European Company Survey to examine how institutions influence establishments' use of temporary workers in 29 European countries plus Turkey. We analyse the data using 1) principal components analysis to categorize the countries in our analysis, 2) a two-step cluster analysis to draw up groups of establishments by their use of temporary workers, and 3) a multilevel logistic regression to examine how the 2 institutional setting of establishments and key establishment characteristics interact to influence workplaces' use of temporary workers. We show that institutional characteristics shape the prevalence of temporary workers in the 28 European Union member states plus FYR Macedonia and Turkey; however, institutions are not deterministic and important variation in the use of temporary workers depends upon the interaction between establishment characteristics and the establishment's business system.3

show abstract

Section: Introductionmentioning

confidence: 82%

Establishments’ use of temporary agency workers: the influence of institutions and establishments’ employment strategies

Allen

et al. 2016

The International Journal of Human Resource Management

View full text Add to dashboard Cite

show abstract

“…What comparative HRM seeks rather to draw out are differences in dominant national HRM paradigms or recipes, and, in some instances, how these may differ on sectoral or regional lines within nations Walker, Brewster and Wood 2014). In order to compare HRM between countries, one requires, firstly, some or other national taxonomy (e.g.…”

Section: The Development Of Comparative Hrmmentioning

confidence: 99%

“…Firstly, it appears that, even if certain ways of managing people predominate in national contexts, there is almost as much diversity within national contexts as between them (Walker et al 2014). This would include important variations on region, sector, and firm size, reflecting variations in institutional coverage, the operations of complementarities, and the uneven nature of systemic change (Lane and Wood 2009).…”

Section: The Development Of Comparative Hrmmentioning

confidence: 99%

What do we know about cross-country comparative studies in HRM? A critical review of literature in the period of 2000-2014

Cooke

Veen

Wood

2016

The International Journal of Human Resource Management

View full text Add to dashboard Cite

Significant progress has been made in the research on variations in human resource management (HRM) across national boundaries, in both the quantity of studies and theoretical advancements since the mid-1980s. The aim of this paper is to provide a systematic review of existing literature on cross-country comparative studies of HRM as an important strand of the international HRM field in order to shed new light on dominant key concerns and themes, and emerging syntheses. More specifically, we conducted a systematic review of cross-country comparative HRM studies published in academic journals in the English language in the 15-year period of 2000-2014. Our paper charted the development of cross-country comparative studies of HRM as a sub-field of HRM research. Our analysis of 125 articles from 30 business and management journals shows the countries/regions that have been studied, topics, and research methods used. We also highlight a number of research avenues for further study in this field. Although there are a number of distinct strands to the literature, our study concludes that there is an emerging common ground in underlying concerns and theoretical assumptions both within the field, and with other areas of management inquiry.

show abstract

“…Hence, although the La taxonomy -which can be readily extended to encompass almost all of the world -was deployed for this study, it is recognized that the development of more complex globally relevant taxonomies for comparative institutional analysis would provide the framework for a much finer grained understanding of variations in firm practice on national lines. Dominant national corporate governance regimes do not impose uniformity in practice (Walker et al, 2014). A great deal depends on the firm itself, including its ownership characteristics.…”

Section: Discussionmentioning

confidence: 99%

The Relationship between Public Listing, Context, Multi-Nationality and Internal CSR

et al. 2017

View full text Add to dashboard Cite

Are MNEs more socially responsible, and where is this more likely to occur? Are firms less responsible in emerging or transitional economies, and what impact does the dominant national corporate governance regime have? We explore the association between public listing and the existence of a CSR code within specific institutional settings and assess whether MNEs are any different to their local counterparts, based on an internationally comparative survey. We find that listed firms as well as firms from civil law countries are more likely to have CSR statements. MNEs are also more likely to have CSR statements, independent of their country of origin. While we find consistent evidence of a correlation between the existence of a CSR statement and investment in staff training, the correlation between the former and employee-friendly HRM is weaker.

show abstract

Diversity between and within varieties of capitalism: transnational survey evidence

Cited by 37 publications

References 20 publications

Establishments’ use of temporary agency workers: the influence of institutions and establishments’ employment strategies

Establishments’ use of temporary agency workers: the influence of institutions and establishments’ employment strategies

What do we know about cross-country comparative studies in HRM? A critical review of literature in the period of 2000-2014

The Relationship between Public Listing, Context, Multi-Nationality and Internal CSR

Contact Info

Product

Resources

About