Institutions, complementarity, human resource management and performance in a South-East Asian Petrostate: the case of Brunei

Singh, Satwinder; Darwish, Tamer K.; Wood, Geoffrey; Mohamed, Abdul Fattaah

doi:10.1080/09585192.2016.1170713

Cited by 23 publications

(22 citation statements)

References 98 publications

(103 reference statements)

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“…Our study indicates that IHRM in the investigated Arab Gulf state's MNEs are influenced by Western practices, but at the same time they are shaped by the institutional features of the UAE. A core notion in the literature on comparative capitalism states that no firm-level HR practices can be widely adopted across different contexts regardless of the institutional arrangements (see Hancke et al, 2007;Whitley, 1999;Singh, Darwish, Wood and Mohamed, 2016). Our results provide further evidence for this central theme and further reflect the extent that uneven and loosely coupled institutional arrangementsa common feature of petroleum-growth regimesmean that complementary sets of rules and bundles of HR practices found in mature markets are less likely (see Singh et al, 2016;Darwish, Singh and Wood 2015).…”

Section: Resultsmentioning

confidence: 99%

International human resource management in the Arab Gulf States – an institutional perspective

Haak‐Saheem

Festing

Darwish

2016

The International Journal of Human Resource Management

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Section: Resultsmentioning

confidence: 99%

International human resource management in the Arab Gulf States – an institutional perspective

Haak‐Saheem

Festing

Darwish

2016

The International Journal of Human Resource Management

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“…The country is also a very unequal one, ranked 94th in the world; such inequality would suggest that many have only had limited benefit from the oil and gas boom (Michael, ). Again, mapped against Witt and Redding's (, ) taxonomy of key institutional features that differentiate the different Asian economies, from ownership and governance to the financial system to employment relations, would suggest that it has significantly more in common with the less developed Asian economies than the mature ones (Michael, ; Singh et al, ; c.f., Fainshmidt et al, ).…”

Section: Methodsmentioning

confidence: 99%

“…A feature of many contemporary petrostates is large migrant workforces. Brunei is no exception in this regard, with a large number of migrant workers from India, the Philippines, and Indonesia (A. Mani, ; Santoso, ; Singh, Darwish, Wood, & Mohamed, ). It could be argued that a large number of migrant workers pose a range of challenges for HR; not only might there be considerable churn, but there also might be shortfalls in training and skills, as well as problems in communication (Baxter‐Reid, ; Rodriguez, Johnstone, & Procter, ).…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Human resource management in multinational and domestic enterprises: A comparative institutional analysis in Southeast Asia

Singh

Wood

Darwish

et al. 2018

Thunderbird Intl Bus Rev

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This article looks at the relative impact of context on the role of senior managers. It compares HR directors of domestic enterprises (DEs) with those of multinational enterprises (MNEs), within an emerging market setting, based on a survey of HR directors in Brunei. We found that, with the exception of some aspects of selection and recruitment, HR directors of MNEs accorded a higher priority to strategic tasks but were more reluctant to delegate. This study confirms the importance of MNEs in pioneering more modern and integrated approaches to people management but also demonstrates the limitations to the extent where they might act as evangelists of new practices that are adopted by their local peers. In contrast, local firms were more likely to concentrate their attention on administrative, rather than strategic, issues. We draw out the implications of our findings for theory and practice.

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“…En este sentido, la diferencia en su aplicación estaría dada por lo que los autores llaman "restricción institucional": los PPR y otras prácticas de recursos humanos, para los empleados sindicalizados están más limitados por las instituciones locales que para los empleados directivos y, por tanto, son más propensos a ajustarse a las normas locales que a reflejar una alineación estratégica con sus casas matrices. En consecuencia, la diferenciación se deriva de los distintos impactos de las instituciones sobre los diferentes grupos de empleados (Singh, Darwish, Wood y Fattaah, 2016).…”

Section: El Impacto Del País De Origen Sobre Los Pagos Por Rendimientounclassified

Los determinantes del pago por rendimiento en filiales argentinas de empresas multinacionales

2018

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Autor para dirigir correspondencia. Dirigir a: Av. 19, N° 2557, (1897) Manuel Gonnet, Provincia de Buenos Aires, Argentina. Clasificación JEL: J31, J33, M52.Cómo citar: Delfini, M., Cretini, I. y Quadrana, A. (2018). Los determinantes del pago por rendimiento en filiales argentinas de empresas multinacionales. Os determinantes do pagamento por desempenho em subsidiárias argentinas de empresas multinacionaisPalabras clave: pagos por rendimiento, empresas multinacionales, evaluación de desempeño. This paper aims to shed light on the factors determining payment for performance in multinational companies based in Argentina. A logistic regression analysis model was performed. Additionally, an analysis of the marginal effects on the explanatory variables was carried out drawing on a survey of 83 subsidiaries of multinational companies. The results indicate that the probability of incorporating payment for performance increases when companies have higher levels of external sales and are transnationalized, while decreasing for companies with a local control of human resources, with a strong union presence. Finally, the company's country of origin showed no significant incidence.El objetivo de este artículo es establecer los factores que determinan los pagos por rendimiento en empresas multinacionales de Argentina. El estudio se realiza a través de un modelo de regresión logística y, adicionalmente, se incorpora un análisis de los efectos marginales sobre las variables explicativas a partir de una encuesta realizada a 83 filiales de empresas multinacionales. Los resultados indican que la probabilidad de incorporar pagos por rendimiento aumenta cuando las firmas tienen mayores niveles de ventas externas y son trasnacionalizadas, mientras que disminuye para aquellas empresas con un control local de los recursos humanos y en las que existe una importante presencia sindical; finalmente, no se observa incidencia significativa por parte del país de origen de la empresa.Palavras-chave: pagamentos de desempenho, empresas multinacionais, avaliação de desempenho.

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Institutions, complementarity, human resource management and performance in a South-East Asian Petrostate: the case of Brunei

Cited by 23 publications

References 98 publications

International human resource management in the Arab Gulf States – an institutional perspective

International human resource management in the Arab Gulf States – an institutional perspective

Human resource management in multinational and domestic enterprises: A comparative institutional analysis in Southeast Asia

Los determinantes del pago por rendimiento en filiales argentinas de empresas multinacionales

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