European Diversity in the Use of Participation Schemes

Poutsma, Erik; Huijgen, Fred

doi:10.1177/0143831x99202003

Cited by 25 publications

(16 citation statements)

References 5 publications

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“…The financial participation literature over the years has emphasised the inter-connections between profit-sharing/employee share ownership and other forms of employee participation and representation (see Jones 1995, Poutsma andHuijgen 1999). It has been widely noted that financial participation and direct employee participation tend to reinforce each other (Poole andJenkins 1990, McNabb andWhitfield 1998).…”

Section: Employee Representationmentioning

confidence: 99%

Employee share ownership and profit-sharing in the European Union: incidence, company characteristics, and union representation

Pendleton

Poutsma

Brewster

et al. 2002

Transfer: European Review of Labour and Research

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This article examines the incidence of financial participation across the European Union at the end of the 1990s. The main findings are that the incidence of both profit-sharing and share ownership differ considerably across member states and that this correlates broadly with the extent of differences in legislative and fiscal support for them. Other factors, such as domestic ownership, stock market listing, size (in the case of share ownership) and workforce composition, are also important. On the whole clear or strong relationships between union density and financial participation were not identified. ❖❖❖ F Sommaire Cet article donne un aperçu général de la participation financière à travers l'Union européenne à la fin des années 90. Il en résulte principalement que l'impact de la participation aux bénéfices et au capital diffère considérablement d'un Etat membre à l'autre et que ce constat correspond largement à l'ampleur des différences relatives aux mesures incitatives sur le plan législatif et fiscal. D'autres facteurs, tels que la possession de capitaux nationaux privée, le cours des marchés, la taille (dans le cas de la prise de participation au capital) et la composition de la main-d'oeuvre, sont également importants. Dans l'ensemble, une corrélation claire et nette entre la densité syndicale et la participation financière n'a pas été identifiée. ❖❖❖ D ZusammenfassungIn diesem Beitrag wird die Inzidenz finanzieller Beteiligung in der gesamten Europä-ischen Union am Ende der neunziger Jahre untersucht. Als wesentliche Feststellung geht hervor, dass es bei der Verbreitung von Gewinnbeteiligung wie Kapitalbeteiligung große Unterschiede zwischen den einzelnen Mitgliedstaaten gibt, und dass dies weitgehend

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Section: Employee Representationmentioning

confidence: 99%

Employee share ownership and profit-sharing in the European Union: incidence, company characteristics, and union representation

Pendleton

Poutsma

Brewster

et al. 2002

Transfer: European Review of Labour and Research

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“…Collective Incentive Schemes. There is evidence of an increasing interest in profit‐sharing and employee share ownership in Europe (see studies on profit sharing in France, Germany, Italy, and the UK, for instance: Biagioli 1995; Carstensen, Gerlach and Hubler 1995; Del Boca and Cupaiuolo 1998; Mabile 1998; Pérotin and Robinson 1998; Poutsma and Huijgen, 1999; Poutsma, de Nijs and Doorewaaard, 1999; Festing et al 1999). These studies show that there are differences in cultural attitudes and in regulatory and fiscal regimes that create differences between countries in the use and incidence of financial participation, i.e.…”

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confidence: 99%

The Diffusion of Calculative and Collaborative HRM Practices in European Firms

Poutsma

Ligthart

Veersma

2006

Industrial Relations

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The aim of this paper is to trace and explain variations in calculative and collaborative human resource management (HRM) practices between companies and across national borders. Variations and similarities are explained in terms of the convergence and divergence of HRM practices determined by national institutions, and the increasing influence of multinational companies (MNCs). We explore the diffusion of HRM practices in Europe over time, using data sets from two surveys conducted in several European countries in 1995 and 2000. We use institutional explanations for the development of three selected bundles of HRM practices: individual, calculative performanceoriented practices; collective incentive schemes for the alignment of interests; and collaborative practices that seek to enhance the commitment of employees. We found substantial effects of country-specific institutions and of the country of origin of MNCs, which clearly support the institutional duality thesis. Foreignowned MNCs, especially those that are US-based, appear to moderate countryspecific institutional effects on the diffusion of the three HRM bundles.

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“…See Biagioli (1995) ;Carstensen, Gerlach, and Hubler (1995); Del Boca and Cupaiuolo (1998); Mabile (1998); Perotin and Robinson (1998). See Poutsma and Huijgen (1999) ;Poutsma, de Nijs, and Doorewaaard (1999) ;Festing, Groening, Kabst, and Weber (1999). management revue, vol 16, issue 1, 2005 the various forms of financial participation.…”

Section: Institutional Perspectivementioning

confidence: 99%

Employee Share Schemes in Europe. The Influence of US Multinationals

Ligthart¹,

Poutsma²,

Schouteten³

2017

Human Resources, Labour Relations and Organizations

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The debate on convergence and globalisation of national economies emphasises the role of Multinational Corporations (MNCs) with regard to the export of homecountry policies in countries where they have their plants. MNCs set a process of change in motion in which local companies attempt to catch up with the more internationalised companies, particularly those from the Anglo-Saxon world. This process is called Anglo-Saxonisation. In this paper we focus on share (option) schemes. Analysing a European survey of HRM practices in workplaces in selected countries, we can trace a US-MNCs effect in the case of the narrow-based executive type of share (option) schemes in continental Europe. We can also trace a minor effect in the case of broad-based schemes open to all employees. The diversity we find in predictors between countries and the strong significant effects of country suggest that local corporate and institutional factors are more important in the case of broad-based share schemes than in the case of the narrow, executive type of share schemes.

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European Diversity in the Use of Participation Schemes

Cited by 25 publications

References 5 publications

Employee share ownership and profit-sharing in the European Union: incidence, company characteristics, and union representation

Employee share ownership and profit-sharing in the European Union: incidence, company characteristics, and union representation

The Diffusion of Calculative and Collaborative HRM Practices in European Firms

Employee Share Schemes in Europe. The Influence of US Multinationals

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