How MNE subsidiaries transfer HRM practices in distant environments: A tale of two IKEA subsidiaries

2021 ◽  
Vol 27 (2) ◽  
pp. 100850
Author(s):  
Ji-Won Song
Keyword(s):  
Hrm Practices ◽  
Mne Subsidiaries

What determines the adoption of employee empowerment practices by MNE subsidiaries in China?

2020 ◽  
Vol 14 (4) ◽  
pp. 871-894
Author(s):  
Yishuai Yin
Keyword(s):  
Multinational Enterprises ◽  
Design Methodology ◽  
Large Body ◽  
Employee Empowerment ◽  
Institutional Factors ◽  
Hierarchical Regression ◽  
Content Type ◽  
Hrm Practices ◽  
Institutional Forces ◽  
Mne Subsidiaries

Purpose This paper aims to explore how institutional factors determine the adoption of employee empowerment practices by multinational enterprises (MNEs) subsidiaries in China. Design/methodology/approach This paper examines the effects of MNE subsidiaries’ external and internal institutional factors on the degree of employee empowerment practices adopted by these subsidiaries. Using hierarchical regression analysis, hypotheses were tested with a sample of 99 MNE subsidiaries operating in China. Findings The results show that both the informal institutions of the host country and the subsidiary’s characteristics play an important role in shaping the degree of empowerment practices adopted by MNE subsidiaries in China. Originality/value Employee empowerment practices have been increasingly used by MNEs to leverage human resources for organizational competitive advantage. Although a large body of work has studied a bundle of HRM practices as a whole adopted in MNE subsidiaries, there is a paucity of research on the specific empowerment practices in MNE subsidiaries. This research fills this important gap in the literature by investigating the institutional forces that influence the empowerment practices in MNE subsidiaries in China.

scholarly journals Similarly different: a comparison of HRM practices in MNE subsidiaries and local firms in Turkey

2013 ◽  
Vol 24 (12) ◽  
pp. 2339-2368 ◽  
Author(s):  
Kamel Mellahi ◽  
Mehmet Demirbag ◽  
David G. Collings ◽  
Ekrem Tatoglu ◽  
Mathew Hughes
Keyword(s):  
Hrm Practices ◽  
Local Firms ◽  
Mne Subsidiaries

Do multinational subsidiaries demonstrate a convergence across their HRM practices in a less developed host-country?

2017 ◽  
Vol 39 (7) ◽  
pp. 1066-1082 ◽  
Author(s):  
Desmond Tutu Ayentimi ◽  
John Burgess ◽  
Kantha Dayaram
Keyword(s):  
Host Country ◽  
Global Integration ◽  
Host Countries ◽  
Content Type ◽  
Face To Face ◽  
Hrm Practices ◽  
International Hrm ◽  
The Uk ◽  
Cross Case Analysis ◽  
Mne Subsidiaries

Purpose Using an institutionalist perspective, and through a case study analysis, the purpose of this paper is to examine whether subsidiaries of MNEs demonstrate a convergence across their HRM practices in a less developed host-country context. Design/methodology/approach This paper reports on an exploratory qualitative study involving five MNEs subsidiaries that operate in Ghana and originate from the UK, France, Germany, and India. The authors applied thematic and cross-case analysis techniques to explore similarities and differences in their HRM practices by drawing data from in-depth face-to-face interviews and document analyses. Findings Findings suggest that MNE subsidiaries demonstrate more convergence across their HRM practices as well as other HRM characteristics. Despite the similarities in their HRM practices, the evidence suggests that MNE subsidiaries’ HRM practices were similar to corporate headquarters HRM practices. It appears that the host-country has less influence in driving their convergence but rather the country-of-origin effect; competitive isomorphic pressure and global integration benefits were driving their convergence across their HRM practices. Originality/value This study makes a contribution to the convergence-divergence literature in the international HRM (IHRM) domain with specific focus on addressing an under-researched context of less developed host-countries. One of the puzzles in comparative and IHRM literature yet to be resolved is the convergence-divergence thesis of firms’ HRM practices.

Hybridization of MNE Subsidiaries

2009 ◽  
Author(s):  
Florian A. A. Becker-Ritterspach
Keyword(s):  
Mne Subsidiaries

Impact of the HRM practices on Organizational Commitment of Managerial Employees in the Textile industry

2014 ◽  
Vol 9 (1) ◽  
pp. 41-47 ◽  
Author(s):  
Shruti . ◽  
◽  
N.S. Bhalla ◽  
T.S. Sidhu ◽  
Sanjeev . ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Textile Industry ◽  
Hrm Practices ◽  
Managerial Employees

A Study On Human Resource Practices Impact On Job Satisfaction In It Organizations, Chennai

2019 ◽  
Vol 118 (8) ◽  
pp. 445-453
Author(s):  
Dr.E. SARAVANAN ◽  
Dr.A. KAVITHA
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Human Resource ◽  
Positive Impact ◽  
Training And Development ◽  
Senior Executives ◽  
Hrm Practices ◽  
Research Article ◽  
It Organizations ◽  
Environment Performance

This research article highlights the context within which IT organizations has grown in India and the extent of human resource management (HRM) practices and systems practiced in this sector. Using a mixed method approach involving both in-depth discussion with senior HR executives and self-completing questionnaires, the data have been collected from selected ITorganizations in Chennai. The results emphasize the way the specific HRM practices such as selection and recruitment, work environment, performance appraisal, training and development and compensations are implemented. The survey suggests the existence of formal, structured, and rationalized HRM systems in IT organizations. A number of insights related to HRM practices are shared by the HR senior executives interviewed peeling more light on the functioning of the IT companies and their challenges. The analysis provides original and useful information to both academicians and HR practitioners and gives ideas for further research in the area of HRM practices in IT organizations in India.Selection and recruitment, Training and development and compensations are having significant and positive impact on Job satisfaction.

Determinants of MNE Subsidiaries Decision to Set Up Own R&D Laboratories - Theory and Evidence

2007 ◽  
Author(s):  
Constantina Kottaridi ◽  
Marina Papanastassiou ◽  
Christos Pitelis
Keyword(s):  
Set Up ◽  
Mne Subsidiaries
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