National embeddedness and calculative human resource management in US                subsidiaries in Europe and Australia

Gooderham, Paul N.; Nordhaug, Odd; Ringdal, Kristen

doi:10.1177/0018726706072843

Cited by 99 publications

(104 citation statements)

References 43 publications

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“…This is in line with similar studies (e.g. Gooderham et al, 2006;Harzing and Sorge, 2003). Overall, the models perform well (see Table 1) as χ 2 s are significant at either the one-or the five-per-cent level and the pseudo R 2 values are acceptable for logistic models, and are higher than in comparable studies (Lavelle et al, 2010;Walsh, 2001).…”

Section: Resultssupporting

confidence: 90%

Vive les différences? Voice in French MNCs' overseas workplaces: a comparative study of voice in French, German and US subsidiaries in the UK

Tüselmann

Allen

McDonald

2014

The International Journal of Human Resource Management

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Foreign-owned firms help to disseminate management practices across UK companies; this includes the ability of indigenous firms to learn improved human resource management (HRM) practices from leading foreign companies. Analysing the transfer of HRM policies forms an important strand of the international HRM and comparative capitalisms literatures; however, large-scale, comparative studies of voice patterns in German, US, and, in particular, French subsidiaries in the UK are limited. This paper draws on a large survey that includes the, to date, largest sample of French MNC subsidiaries. It does not simply identify the existence of different kinds of voice mechanisms, but examines how these different practices come together in the implementation of subsidiaries' voice policies. This enables the detection of subtle, but important, differences in the subsidiaries' voice practices. French subsidiaries are significantly less likely to pursue a partnership approach to voice than their German and US counterparts.French and US establishments are significantly more likely to adopt a 'bleak house' approach than German ones. Importantly, these key differences only emerge at a fine-grained level of analysis that examines how subsidiaries implement voice practices.

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Section: Resultssupporting

confidence: 90%

Vive les différences? Voice in French MNCs' overseas workplaces: a comparative study of voice in French, German and US subsidiaries in the UK

Tüselmann

Allen

McDonald

2014

The International Journal of Human Resource Management

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“…As MNCs are only partially rooted in any institutional setting, it could be argued that they may act as norm entrepreneurs, undermining established firm level mechanisms for managing people (Dore 2008). Indeed, Gooderham, Nordhaug and Ringdal (2006) found that MNCs originating in North America were significantly more likely to adopt hardline instrumentalist HRM policies than those from other parts of the world. However, Brewster, Wood and Brookes (2016) found that MNCs tended, in general, to be more cautious in departing from national norms than their local counterparts, and tended to be followers rather than leaders in terms of innovating new HRM practices.…”

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

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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.

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“…HRM is a labour management paradigm that originated in the USA and reflects the predominant approach of companies based there (Gooderham, Nordhaug and Ringdal, 2006).…”

Section: Brouthers 2002)mentioning

confidence: 99%

“…The distinctiveness of calculative HRM as a set of US practices has been documented by research that indicates that US multinationals are significantly more able to transfer it to their operations in other Anglo-Saxon countries than to continental European countries (Gooderham et al, 2006). In terms of Taylor, Beechler and Napier's (1996) model of HRM transfer this difference in transferability is due to differences in cultural and institutional distance.…”

Section: Brouthers 2002)mentioning

confidence: 99%

“…In each of the two literatures, the alternative is ascribed a certain, but very restricted role, with the institutionalist literature containing more reference to culture than vice versa. Gooderham et al (2006) have discussed the origins of calculative HRM. In the 1970s, American mass production grappled with the persistent effects of increased international competition and a more uncertain business environment.…”

mentioning

confidence: 99%

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Measuring competing explanations of human resource management practices through the Cranet survey: Cultural versus institutional explanations

Brookes

Croucher

Fenton-O’Creevy

et al. 2011

Human Resource Management Review

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An open access repository of Middlesex University research http://eprints.mdx.ac.uk Brookes, Michael, Croucher, Richard, Fenton-O'Creevy, Mark and Gooderham, Paul (2011) Measuring competing explanations of human resource management practices through the Copyright and moral rights to this work are retained by the author and/or other copyright owners unless otherwise stated. The work is supplied on the understanding that any use for commercial gain is strictly forbidden. A copy may be downloaded for personal, non-commercial, research or study without prior permission and without charge.Works, including theses and research projects, may not be reproduced in any format or medium, or extensive quotations taken from them, or their content changed in any way, without first obtaining permission in writing from the copyright holder(s). They may not be sold or exploited commercially in any format or medium without the prior written permission of the copyright holder(s).Full bibliographic details must be given when referring to, or quoting from full items including the author's name, the title of the work, publication details where relevant (place, publisher, date), pagination, and for theses or dissertations the awarding institution, the degree type awarded, and the date of the award.If you believe that any material held in the repository infringes copyright law, please contact the Repository Team at Middlesex University via the following email address:eprints@mdx.ac.ukThe item will be removed from the repository while any claim is being investigated.See also repository copyright: re-use policy: http://eprints.mdx.ac.uk/policies.html#copy Previous research has been constrained by not having measures for both cultural and institutional distance. Employing data from 14 European countries our findings indicate that institutional, and more specifically, labour relations factors, have more explanatory power than cultural factors.

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National embeddedness and calculative human resource management in US subsidiaries in Europe and Australia

Cited by 99 publications

References 43 publications

Vive les différences? Voice in French MNCs' overseas workplaces: a comparative study of voice in French, German and US subsidiaries in the UK

Vive les différences? Voice in French MNCs' overseas workplaces: a comparative study of voice in French, German and US subsidiaries in the UK

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

Measuring competing explanations of human resource management practices through the Cranet survey: Cultural versus institutional explanations

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