Introduction: service work and its implications for HRM

This article draws on our four case studies to examine the nature of the relationships between ABB and its Canadian subsidiaries. Starting from a critical review of the literature, it develops a framework that is sensitive to three levels of analysis: the factors that shape the parent corporation's strategies, the characteristics of the host countries in which the MNC operates and the characteristics of the local subsidiaries themselves. The empirical material illustrates how innovation is generated by a two-way process, in which the initiative of corporate leaders challenges the ‘interpretation’ of local actors. In doing so, we point to a number of key omissions in the influential attempt by Bartlett and Ghoshal to use ABB to develop a managerial theory of the firm. This research also leads to broader considerations regarding the interface between markets and organizations. As distinct from the orthodox view, a transnational corporation may be conceived as a mediator between the market and a local subsidiary. In many ways, the global corporation channels and mediates the impact of external market forces on internal organizational actors, through a process involving the exercise of politics and power. The article has significant implications for decision making on human resource management. In particular it stresses that local managers, local unions, and employees can think and act strategically only in as far as they properly assess the limits of their respective sphere of organizational autonomy within the corporation.     

Accounting for technological innovation: an overview

Technology and, more specifically, significant technological innovation is increasingly being recognized by business executives as both an integral part of business strategy and either a major opportunity for, or strong threat to, their firm's development. A growing number of executives are giving equal attention to both process and product forms of technological innovation, and are scanning technological innovations in the international arena.This paper argues that R&D is an important but not exhaustive component of technological innovation. Its main conclusions from the viewpoint of accounting standards and practice are: - Net cash flow rather than net profit (or loss) is the most relevant financial criterion with which to judge the commercial value and results of innovation. - Both accounting practice and standards should be developed with the clear attempt to ensure international compatabilily. - Given the speed of change in technological innovation, accounting practices and standards should be regularly reviewed, and if necessary altered—two-yearly review seems a justifiable suggestion. - Several standards on accounting for the major fields of technology may need to be developed; however, a broad standard dealing with common issues may be possible. - The input of technologists, researchers and general managers is necessary to ensure that accounting practices and standards are conceptually sound and useful to business managers.     

The adoption of innovative work practices in service establishments

Using data from the 1994 US National Establishment Survey, the author investigates differences between manufacturing and service establishments in the use of five innovative work practices: total quality management, self-managed teams, job rotation, job sharing and flextime. Service establishments are more likely to use job sharing and flextime. Manufacturing establishments are more likely to use total quality management and self-managed teams. These results hold when controlling for establishments’ business strategies, worker demographics, institutional connections and use of technology. Determinants of adoption of total quality management, self-managed teams and flextime also varied by sector.     

Scaling limits of two-dimensional percolation: an overview

We present a review of the recent progress on percolation scaling limits in two dimensions. In particular, we consider the convergence of critical crossing probabilities to Cardy's formula and of the critical exploration path to chordal stochastic Loewner evolution (SLE₆), the full scaling limit of critical cluster boundaries, and near-critical scaling limits.     

Offshoring knowledge and service work: A conceptual model and research agenda

This paper presents two complementary conceptual models that help shed light on the complexities of offshoring service and knowledge work. In developing the model, we draw upon existing literature in the realm of service operations and delivery and build on insights from allied areas such as management and practice. The models offer a simple yet powerful way to conceptualize offshoring of knowledge and service work and to identify the inherent challenges that such strategies entail. The evolutionary model of offshoring parallels well-established work in the manufacturing literature to present a sequential view of building organizational competence in offshoring. The implications of the conceptual models have been discussed in a range of propositions that can be viewed as foundations for new inquiry in this research stream.     

International work in domestic jobs: an individual explanation

Australian firms are attempting to internationalize and to become global companies. One way of staffing the forays into international business is by incorporating international work into domestic jobs. This study sought to understand the factors related to the amount of international work Australians perform in their domestic jobs. Alumni from an Australian university were surveyed, providing 1,046 full-time domestic employees working in a range of industries. Regression analysis showed that, beyond individual and organizational controls, employees performed more international work in domestic jobs when they worked in organizations at higher than at lower international levels with human resource support, worked in jobs at higher rather than at lower managerial levels and had international skills. However, there was no or little link with employees' international attitudes or family situation. As predicted, the managerial level of the job made a difference to the effects of the work environment. Working in MNCs and domestic organizations with operations abroad was related to the amount of international work in domestic jobs performed by senior managers and executives more than by lower and middle managers or subordinates and supervisors. Analysis of open-ended responses shows the major reasons Australians take up domestic international work are money, professional development and challenging content. The major reasons they would not are family commitments and disruption, in contrast to the quantitative results in which family factors are unimportant. The difference between the quantitative and qualitative results and the importance of family factors, international skills versus attitudes and human resource support are discussed.     

Bibliometric review of resource dependence theory literature: an overview

Management Review Quarterly - This study aims to present a general overview of the Resource Dependence Theory (RDT) literature using bibliometric analysis. I included 474 articles published in 165...     

Globalization,labour markets and human resources in Asia-Pacific economies: an overview

Abstract This article argues that the impact of globalization on labour markets and human resources on the Asia-Pacific economies may be recognizable but is as yet relatively limited. The sheer variation of geography, population, economies, labour markets, IR and HRM systems there, as well as of values and the like, makes it difficult to talk of 'hard convergence'. We thus emphasize the notion of 'soft convergence'. The article develops a number of empirical propositions regarding the uneven impact of globalization on economies in the region. It concludes that any generalization on this theme should be greatly qualified.     

Microelectronics,technological change and industrialised economies: an overview*

This article presents an overview of how microelectronics affects industrialised economies, and specifically the world of work. It discusses first, the effect on organisation and markets; second, its employment consequences; and third, the implications for skills and training.     

Self-managed work teams: an enabling or coercive nature

The paper analyses self-managed work teams (SMWTs) of two Portuguese industrial firms, using the case-study method. It examines the nature of SMWTs, by discerning a double enabling and coercive face. The enabling features are related to high levels of job enrichment, broad employee participation, and extensive communication. The coercive features are related to incidental job rotation to optimize technology, asymmetries of technical knowledge between supervisors or industrial engineers and team members, economic cohesion based upon the group-performance system and peer pressure toward self-discipline. An enabling face of SMWT has greater chances to prevail under an organizational infrastructure based upon management commitment regarding economic, cultural and social objectives of SMWTs, management ability to develop a set of complementary and mutually reinforcing HR practices and production programs aligned with SMWTs, as well as a past history and employees' past experience in tune with present changes.     

Whistleblowing at work: ingredients for an effective procedure

The author rejects the conventional view that whistleblowers are troublemakers and urges managers to treat them as dedicated individuals who provide a valuable safety net when other forms of regulation fail. Since external disclosures are clearly undesirable, the challenge for managers is to devise procedures which positively encourage the internal reporting of concerns. In discussing the ingredients of an effective procedure, the article examines the Nolan Committee's principles of best practice, draws upon empirical research conducted in the United Kingdom and points to some overseas experience. The author concludes that those who have introduced reporting procedures see them as contributing to their image as both an ethical and efficient organisation.