Varieties and variability of employee relations approaches in US subsidiaries: country-of-origin effects and the level and type of industry internationalisation

Tüselmann, Heinz; Allen, Matthew M. C.; Barrett, Stuart; McDonald, Frank

doi:10.1080/09585190802295041

Cited by 24 publications

(15 citation statements)

References 32 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…HPWS as a system of best practices for managing human resources has its roots in American history and culture, meaning that they may not be applicable in other countries. However, American-style HPWS influence MNCs, 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60 E m p l o y e e R e l a t i o n s 6 in general, and HPWS, in particular, have become the dominant global HR system (Chen et al, 2005, Pudelko and Harzing, 2007a, Tüselmann et al, 2008.…”

Section: The Convergence-divergence Debate In Hrmmentioning

confidence: 99%

See 1 more Smart Citation

Converging HRM practices? A comparison of high performance work system practices in MNC subsidiaries and domestic firms in Pakistan

Ahmad

Allen

Raziq

et al. 2019

Self Cite

View full text Add to dashboard Cite

PurposeExisting work on convergence/divergence amongst HRM practices in MNCs and local firms mainly focuses on Europe and the US. Limited research examines these organizations in Pakistan, hindering our understanding of what policies MNCs are likely to adopt there as well as the extent of any differences between HRM in MNC subsidiaries and local firms. We examine the similarities and differences between the HRM practices of MNC subsidiaries and domestic firms to assess if there is evidence for convergence or divergence. Design/methodology/approachWe targeted MNC subsidiaries and domestically owned firms working in the banking, information technology and pharmaceutical sectors in Pakistan. These sectors have enjoyed a steady inflow of FDI and have a sizeable number of MNC subsidiaries. Out of 1081 companies, some 392 participated in a face-to-face survey (response rate of 36.4%). We ran a series of binary logistic regression models to test the hypothesized relationships between HR practices and nationality of ownership. FindingsWe reveal that a small minority of both types of firm use some practices, such as high compensation contingent on performance and performance review, appraisal and career development. However, domestic firms use some practices, such as extensive training, performance appraisals and performance-related pay significantly less than their

show abstract

Section: The Convergence-divergence Debate In Hrmmentioning

confidence: 99%

“…Moreover, Edwards and Kuruvilla (2005) argue that, in order to understand the global-local question better, we need to understand how MNCs operate. The crux of the argument is that MNCs only standardize (Tüselmann et al, 2008).…”

Section: Convergence-divergence and Institutional Theorymentioning

confidence: 99%

Converging HRM practices? A comparison of high performance work system practices in MNC subsidiaries and domestic firms in Pakistan

Ahmad

Allen

Raziq

et al. 2019

Self Cite

View full text Add to dashboard Cite

show abstract

“…Empirical studies suggest that dominance effects are becoming more widespread (Almond et al 2005;Collings, Gunnigle and Morley 2008;Pudelko and Harzing 2007;Tüselmann et al 2008). It should be noted however that these studies do not measure the effect over time and many also report that dominance effects are also found in combination with local and COO effects in hybrid systems.…”

Section: The Evolution Of Localization and Standardization Research Omentioning

confidence: 99%

Changing patterns of compensation and benefits in multinational andAustralian companies 1996–2009

McGraw

2014

Asia Pac J Human Res

View full text Add to dashboard Cite

This paper explores the compensation and benefits (C&B) practices of subsidiaries of multinational companies (MNCs) operating in Australia between 1996 and 2009 and contrasts them with comparable local firms. The evolution of C&B over the period is tracked using a composite index taken from two iterations (1996, 2008/9) of the CRANET Australia survey of HR practices and analysed in the context of significant deregulation of Australian human resource/industrial relations institutional settings during this period. The research finds no overall increase in compensation and benefits sophistication, but significant differences between MNCs and locals and enduring country of origin/region effects within the different MNC groups. Localization pressures on MNC practices appear to have reduced in response to deregulation and there is some, but not conclusive, evidence of increasing dominance effects.

show abstract

“…The findings of quantitative studies of the overseas subsidiaries of US MNCs in the UK, and elsewhere, confirm distinct country-of-origin effects, such as corporate-driven policies to avoid unions and other types of indirect-voice channels Tüselmann et al, 2008). Indeed, US-owned firms are often leaders in the development of comprehensive direct-voice channels deployed within an individualistic-voice system Walsh, 2001).…”

Section: Voice In Us Mncsmentioning

confidence: 66%

“…A few studies do, however, consider combinations of voice practices. These studies find evidence of distinctive voice patterns among US and German subsidiaries in the UK (Tüselmann et al, 2007(Tüselmann et al, , 2008.…”

Section: Introductionmentioning

confidence: 99%

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

Self Cite

View full text Add to dashboard Cite

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.

show abstract

Varieties and variability of employee relations approaches in US subsidiaries: country-of-origin effects and the level and type of industry internationalisation

Abstract: Bradford Scholars -how to deposit your paper Overview Copyright check• Check if your publisher allows submission to a repository.• Use the Sherpa RoMEO database if you are not sure about your publisher's position or email openaccess@bradford.ac.uk.

Cited by 24 publications

References 32 publications

Converging HRM practices? A comparison of high performance work system practices in MNC subsidiaries and domestic firms in Pakistan

Converging HRM practices? A comparison of high performance work system practices in MNC subsidiaries and domestic firms in Pakistan

Changing patterns of compensation and benefits in multinational andAustralian companies 1996–2009

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

Contact Info

Product

Resources

About