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1.
This article examines the institutional strategies of multinational enterprises (MNEs) operating in an emerging market, drawing attention to how longstanding foreign subsidiaries proactively negotiate their involvement with socio-political actors. We build on institutional logics to explain how MNE subsidiaries develop sustained political, cultural, and cognitive embeddedness. Using an inductive, interpretive study of four century-old Dutch MNE subsidiaries with a colonial legacy in Indonesia, we examine these three dimensions of the institutional environment, finding that local employees embedded in both the MNE and the host country sets of logics ‒ rather than expatriate managers ‒ most effectively facilitated sustained institutional embeddedness. Our findings also suggest that embedding practices in host institutional contexts and developing structures that align with host institutional expectations provided a platform for the unfolding of institutional strategies by local employees. However, MNE subsidiaries face contrasting logics between home and host country institutions, placing significant strains on MNEs’ ability to enact change. 相似文献
2.
Liway Johnson & John Shields 《International Journal of Human Resource Management》2013,24(7):1214-1227
Performance appraisal is frequently seen as one of the hallmarks of the ‘new managerialism’ in public sector human resource management. It is also commonly represented as a device for individualizing the employment relationship. Yet even appraisal offers scope for employee voice/participation, both individually and collectively, and for varying degrees of management–union cooperation. This study examines an unlikely case of management–union partnership in performance appraisal – that applied since 2000 to teachers in Australia's largest public schooling bureaucracy, the NSW Department of Education and Training, whose teachers have a long history of union solidarity and industrial militancy. The experiment can be seen as a union retreat from confrontationism, a concession to managerialism, and a resignation to the dominance of individualism over collectivism. However, we argue that it has also widened the scope for both union and employee voice at workplace level. 相似文献
3.
Mick Marchington 《Human Resource Management Journal》2015,25(1):1-18
Employee involvement and participation (EIP) continues to attract significant interest from academics and practitioners alike, often in terms of so‐called newer forms of employee engagement and informal consultation. However, although the history of EIP shows that multiple channels are the norm in most organisations, it is still rare for representative, direct and informal EIP to be discussed in the same study. This article breaks new ground by developing measures for the breadth and depth of EIP, as well as analysing the forces at and beyond organisation level which shape management choices about which forms to adopt and how to embed them more deeply in organisations. Data were collected from 86 interviews and associated documentary analysis at and beyond organisational level in four liberal market economies (LMEs) (UK, Ireland, Australia and New Zealand) in order to identify how forces at national and organisational level shaped the breadth and depth of EIP in 25 case study organisations. The article's main conclusion is that while institutional forces – such as legislation, government action and intermediary bodies – do have an influence in LMEs, the way in which management interprets more immediate organisational forces remains significantly important in embedding EIP within organisations. 相似文献
4.
Paula K. Mowbray 《International Journal of Human Resource Management》2018,29(5):941-969
AbstractWithin the extensive body of employee voice literature, the voice of the ordinary shopfloor employee has resonated loudly. The important role that line managers play in encouraging or inhibiting that voice has also been well documented. However, within the voice literature there has been silence with respect to line managers themselves being considered as voicers. In this paper, these missing managerial voices are amplified through the presentation of a case study of front and middle line manager voice within a university setting. Within this hierarchical organisation subject to increased managerialism, semi-structured interviews with 26 participants were conducted and it was found that line managers’ voice was thwarted due to relational and structural blockages in their formal voice channels. In some cases, this led to suppressed voice and a sense that line managers had no one to voice to. However, some managers were able to be creative and their actions led to productive resistance. While for others, these blockages motivated line managers to use covert ‘underground channels’ where their voice was raised informally and their interests could be advanced. The paper extends our knowledge by considering the line manager as a voicer, and not merely a manager of voice. 相似文献
5.
This study investigates acquisition antecedents during China's transition from a planned to a market‐based economic system. Because of contextual realities such as a lack of freely tradable targets for buyers, the seller's willingness to sell is critical for acquisition occurrence in transition economies. We therefore take the seller's perspective and examine factors underlying firms' willingness to sell. We posit that selling is a decision based on the evaluation of a firm's prospects determined by its embeddedness within the planned system, organizational changes it undertook during the transition, and its ability to adjust its strategy according to the evolving strengths of the planning and marketing institutions. Data from the Chinese beer industry from 1995 to 2004 show that acquisition likelihood is high for firms founded as SOEs, low for firms having attracted more private investment or undertaken multiple changes, and has a U‐shaped relationship with firms' relative investment in marketing resources. 相似文献
6.
本文融合新制度主义学派的适应性观点和能动性观点,探索了制度创业帮助企业在制度压力下实现组织合法性的途径。以新疆特变为案例研究对象,通过纵向追踪该企业的发展过程,横向剖析其成熟阶段的两个关键事件,研究其如何采取合适的组织行动和策略,赢得组织合法性的动态平衡。结果表明企业组织一方面不得不服从制度压力,另一方面采取对资源调配、意义建构、关系重塑的聚焦或融合战略重塑制度环境,以获得组织合法性。 相似文献
7.
Tony Dundon Adrian Wilkinson Mick Marchington Peter Ackers 《International Journal of Human Resource Management》2013,24(6):1149-1170
In this paper we present and assess an analytical framework for examining the different ‘meanings, purposes and practices’ of employee voice. The data were collected from eighteen organizations in England, Scotland and Ireland. Managers defined voice very much in terms of the perceived contribution to efficiency and tended to downplay notions of rights; however, the linkages between voice and performance outcomes remain problematic. Overall, employee voice is best understood as a complex and uneven set of meanings and purposes with a dialectic shaped by external regulation, on the one hand, and internal management choice, on the other. The evidence suggests that the degree to which voice practices are embedded in an organization is much more important than reporting the extent of any particular individual or collective schemes for employee voice. 相似文献
8.
Mick Marchington 《International Journal of Human Resource Management》2013,24(20):2594-2616
Most studies of employee involvement and participation (EIP) focus on organisation level, which is understandable given that employers have plenty of choice about how it should be implemented. However, even the most lightly regulated economies do not operate in a complete institutional void as some forms are regulated while government-funded initiatives also promote EIP. Employers' organisations, professional associations and other specialist organisations also operate as intermediary forces between the state and individual employers to shape EIP. However, these forces have not been analysed, an omission which seems strange given the ‘space’ available for occupation in lightly regulated economies. This paper compares the role these different forces play in shaping patterns of EIP at organisation level in four Anglo-American countries (the UK, Ireland, Australia and New Zealand) through interviews and documentary evidence at national, intermediary and organisation levels. While ‘hard’ institutional forces have some influence on representative EIP, ‘soft’ institutional and intermediary forces are more likely to shape EIP because they allow employers choice and flexibility in implementation and fit with national business systems in these countries. However, given such interventions are voluntary, they are also susceptible if government priorities change or employers are attracted by the next management fad. 相似文献
9.
Alex Bitektine Patrick Haack Joel Bothello Johanna Mair 《Journal of Management Studies》2020,57(4):885-897
We argue that accounts of relationships among actors, actorhood and institutions are predominantly based on a spatial metaphor of actors operating within institutions. We outline how an inversion of this metaphor – i.e., the perspective that institutions inhabit actors – may prove generative for theory, particularly with respect to recent discussions about the microfoundations of institutions. We outline how communication and actorhood models function as transmission mechanisms of institutions from one actor to another. We conclude with a discussion of how the inverted metaphor of institutions inhabiting actors can be useful for future theoretical developments. 相似文献
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11.
Annie Roos 《Entrepreneurship & Regional Development》2019,31(3-4):279-292
ABSTRACTIn this paper I argue that through a process of embeddedness in context, a female entrepreneurship network is able to challenge gender structures. I investigate how a female entrepreneurship network is constructed and how they reinforce and possibly challenge existing gender structures. From an ethnographic study, three processes in the female entrepreneurship network were identified: making proper entrepreneurs, building relationships and engaging in change. In the different processes the women involved in the network reinforced gender structures through compliance with a masculine discourse of entrepreneurship, but also challenged gender structures through questioning this discourse. Through becoming embedded in their local community, the women entrepreneurs were able to take charge of the development of the network and challenge gender structures as a result of questioning the masculine discourse of entrepreneurship. This implies an interplay between embeddedness and gender as two separate but dependent processes. Linking together gender and embeddedness elicits a new take on the way female entrepreneurship networks are constructed and how they could advance gender equality within entrepreneurship. Consequently, this paper emphasises a need for further examination of embeddedness within gender and entrepreneurship research. 相似文献
12.
Nuria N. Esteban-Lloret Antonio Aragón-Sánchez Antonio Carrasco-Hernández 《International Journal of Human Resource Management》2018,29(6):1208-1229
Employee training is one of the most studied human resource practices, as it is considered critical for organizational success. However, employee training and its impact on organizational performance have usually been studied from an economic-rational perspective, in terms of the economic and competitive advantages that companies can achieve by training employees. This study goes beyond the economic-rational approach and draws on institutional theory. We introduce contextual factors in the analysis of the determinants of employee training to complement the variables of competitive advantage and explain the relationship between employee training and organizational outcomes. Data were collected from 374 organizations using a questionnaire administered in Spain. The findings support the idea that both economic-rational and institutional determinants influence employee training. There are also two different kinds of outcome from training employees: organizational legitimacy improves at the same time as organizational performance. 相似文献
13.
Andrea Moro Daniela Maresch Antti Fredriksson 《Entrepreneurship & Regional Development》2018,30(1-2):146-172
Loan managers’ trust in entrepreneurs can be a useful tool for overcoming entrepreneurial firms’ opaqueness. Nevertheless, the possibility for loan managers to leverage trust can be affected by differences in the regulative institutions within the banks (type of bank) and by place-bound normative institutions (social context). By relying on semi-structured interviews and a survey of 450 bank-entrepreneur relationships, this study finds that a positive impact of trust in lending relationships is sensitive to different place-bound normative institutions and to the regulative institutions within the banks. The results are robust with respect to potential endogeneity issues. 相似文献
14.
Hayfaa A. Tlaiss 《Entrepreneurship & Regional Development》2019,31(3-4):226-241
ABSTRACTDrawing on institutional theory, this study gives voice to Arab women entrepreneurs. Through contextualization and in-depth, semi-structured interviews, I examine Lebanese women entrepreneurs’ conceptualizations of career success, the mechanisms they use to realize it and their overall awareness of it. According to the findings, the entrepreneurs experience career success as an act of disobedience against socially imposed cultural and gender mandates. Furthermore, career success evolves as a contextual, dynamic process that is culturally dependent but individually negotiated, interpreted and constructed using external and internal conceptualizations. In turn, these conceptualizations are intertwined with agency and unfold as a process at the intersection of gender, patriarchy and cultural values. Accordingly, I argue against reducing career success to static, objective and subjective criteria. Doing so undermines the complexity and processual nature of the construct and neglects the importance of cultural values in shaping the understanding and experience of career success in different societies. I also stress the importance of contextualizing women’s entrepreneurial experiences and demonstrate that Lebanese women entrepreneurs’ conceptualizations of career success reflect both Arab social-cognitive and normative institutions and their own agency. 相似文献
15.
新制度经济学视角下会计发展:动因与启示 总被引：3，自引：0，他引：3
本文从新制度经济学的视角,从制度、产权和交易费用等角度对会计和会计理论发展史进行分析,认为制度是推动会计和会计理论不断发展的重要动力;经济发展水平决定会计发展水平;产权、交易费用与会计之间内在逻辑的一致性诞生了产权会计学派,公允价值计量是产权会计学派的历史选择。 相似文献
16.
随着我国老龄化的加快,居家养老模式日益受到重视。根据当前居家养老模式的发展现状来看,物业服务企业应积极参与居家养老服务。物业服务企业应积极探索如何在居家养老服务中发挥作用,如何抓住这一机遇对物业服务行业的发展有着至关重要的意义。 相似文献
17.
Florian Becker-Ritterspach Ayse Saka-Helmhout Knut Lange Mike Geppert 《International Journal of Human Resource Management》2019,30(2):276-305
Drawing on the example of the airline industry, this paper explores in a longitudinal comparative case study the question of how firm-level changes and national institutional environments interact in shaping employee and union relations. Adding to previous research in comparative institutional analysis and comparative employment relations, we illustrate that the way in which industry pressures and national-level effects play out to influence employee and union relations depends on firm-level changes, mainly in the form of firm growth, acquisitions and the foundation of new subsidiaries. We show in particular that depending on firm-level changes, the very same firm might engage differently with a given institutional context at different points in time. Hence, our work illustrates the importance of firm growth, acquisitions and the foundation of new subsidiaries in explaining the shifting interaction between the firm and its institutional environment, and its implications for changing employee and union relations within firms. 相似文献
18.
北京市老龄化进程不断加快,养老服务设施已经难以满足社会需求。论文通过辨析养老服务设施的内涵和分析北京市全域机构养老调研结果,对养老服务设施建设现状进行论述,总结了创新经验并提出针对性的发展对策,以期推动北京市养老服务设施的科学建设。 相似文献
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20.
Chaojie Liu 《Public Management Review》2013,15(10):1425-1443
AbstractThis study examined whether and how participation by doctors in management decision-making was associated with patient care. A questionnaire survey was conducted in three hospitals operating in China. Staff members of the selected hospitals were invited to participate in the survey, measuring perceived quality of patient care, employee participation in management decisions, psychological empowerment and affective commitment. This study focuses on the results of the 160 doctors employed by the hospitals who completed the questionnaire. The study found that psychological empowerment and affective commitment mediated the relationship between participation in management decisions and the quality of patient care as perceived by the doctors. Implications are drawn for public management practice in Chinese health care settings. 相似文献