scholarly journals The distinctiveness of employment relations within multinationals: Political games and social compromises within multinationals’ subsidiaries in Germany and Belgium

2018 ◽  
Vol 60 (4) ◽  
pp. 465-491
Author(s):  
Valeria Pulignano ◽  
Olga Tregaskis ◽  
Nadja Doerflinger ◽  
Jacques Bélanger
Keyword(s):  
Multinational Corporations ◽  
Employment Relations ◽  
Theoretical Contribution ◽  
Local Embeddedness ◽  
Subsidiary Management ◽  
Security Concerns ◽  
Labour Flexibility

This work makes a theoretical contribution to our understanding of the strategic mechanisms that enable subsidiary management and union agency to exploit ambiguities in the subnational competitive context impacting labour flexibility–security concerns. In so doing, the article contributes to the distinctiveness of employment relations through scrutiny of the internal regime competition that fosters political games in multinational corporations (MNCs). Studying the dynamics, we identify the set of structuring conditions governing political games and explain why some workplace regimes generate social compromises whilst others do not. We reveal a set of strategic conditions (i.e. technology, embeddedness and MNC control) upon which compromise is built in six German and Belgian subsidiaries of four MNCs. Our analysis suggests that subsidiary control modes through expatriates and local embeddedness act as key mechanisms via which the effects of wider strategic drivers influence the form of social compromise.

Human Resource Management in the African Context

2021 ◽  
pp. 305-326
Author(s):  
Frank M. Horwitz ◽  
Linda Ronnie
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Multinational Corporations ◽  
Human Resource ◽  
Emerging Market ◽  
Cross Cultural ◽  
Employment Relations ◽  
Policy And Practice ◽  
African Countries ◽  
New Findings

This chapter provides a critical overview of the evolving human resource management (HRM) research context, labor market developments, insights regarding cross-cultural diversity, human resource practices, issues pertaining to the efficacy of adoption of Western and East Asian international HRM, and employment relations in African countries. Given the influence of multinational corporations on the diffusion and development of HRM in African countries, issues pertaining to their influence are critically evaluated. Even with the increasing focus on the Chinese–African HRM nexus, studies on African management or HRM are often country specific, occasionally comparative, and variously suggest that HRM practices follow the convergence perspective, “cross-convergence” perspective, or divergence perspectives. There are still unexplored issues relating to African management or HRM, and new findings could reshape the research agenda, HRM policy, and practice. Though often country or regionally focused, there is evidence of increasing research on HRM issues and mergers and acquisitions, impacts of privatization on HRM, knowledge appropriation, emerging market multinational corporation HRM policy and practice, diversity and cross-cultural management, HIV/AIDS policy implementation issues, sustainable development and corporate social responsibility, and impacts of the institutional and regulatory environment on HRM and employment relations.

scholarly journals Determinants of Staff Localization in Headquarters-Subsidiary-Subsidiary Relationships

2021 ◽  
Vol 14 (1) ◽  
pp. 249
Author(s):  
Chan Bok Kim ◽  
Seong-Jin Choi ◽  
Luyao Zhang
Keyword(s):  
Multinational Corporations ◽  
Host Country ◽  
Cultural Distance ◽  
Foreign Subsidiary ◽  
Host Countries ◽  
Local Competition ◽  
Theoretical Contribution ◽  
Local Experience ◽  
Relationship Structure ◽  
The Impact

This paper investigates how cultural distance, the local experience of a foreign subsidiary, and the intensity of local competition jointly affect the staff localization of MNEs’ subsidiaries. While previous studies on the effects of cultural distance have mainly focused on the gap between home and host countries, we extend the existing “home-host” country perspective to the home-intermediary-host country relationship. This study regards Korea as an intermediary country and utilizes 520 observations from a unique survey conducted by the Export-Import Bank of Korea from 2006 to 2013. The results suggest that the impact of cultural distance on staff localization is a function of local experience and competitive environment in the home-intermediate-host relationship structure. This paper makes a theoretical contribution to our understanding of the behavior of multinational corporations by expanding the cultural distance perspective between the home and host countries explored in previous research to the home-subsidiary-subsidiary structure.

The impact of multinational companies on inequality in Western Balkan countries

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Leonita Braha-Vokshi ◽  
Gadaf Rexhepi ◽  
Veland Ramadani ◽  
Hyrije Abazi-Alili ◽  
Arshian Sharif
Keyword(s):  
Income Inequality ◽  
Income Distribution ◽  
Multinational Corporations ◽  
Multinational Enterprises ◽  
Random Effect ◽  
Multinational Companies ◽  
Critical Question ◽  
Content Type ◽  
Theoretical Contribution ◽  
The Impact

Purpose The purpose of this study is to investigate the impact on income distribution from foreign investment and open trade. The research highlights the impact of multinational enterprises (MNEs) on inequality in Western Balkan (WB) countries from 2007 to 2019. The study seeks to answer a critical question: how do multinational corporations affect income distribution? Design/methodology/approach The study uses different techniques such as two-stage least squared, fixed and random effect estimators and generalised method of moments (GMM). The data was gathered from the United Nations Development Programme, World Bank Indicators (WB) and Slot’s World Standardised Income Inequality Database. Findings The interaction of multinational companies through foreign direct investment (FDI) has a significant impact on income inequality. This research paper indicates that the effect of FDI on income inequality is significant and has a negative effect on income inequality within WB countries. The results from the GMM estimator, therefore, demonstrate the hypothesis that multinational companies have a positive effect in WBs countries on reducing inequality. Originality/value The theoretical contribution that this paper seeks to make is by the applying of incremental changing dimension or more specifically, through expanding existing knowledge. Based on a study of the prior articles, the authors found out that the majority of the papers discussed only income inequality or economic inequality or rarely education, but none of the papers examined all classifications of inequality in one paper. This paper’s second contribution is to calculate inequality not only by the Gini coefficient but also by the human development index. The study is unique in that it is the first to assess the impact of FDI on income distribution in WB countries. The research is unique in that it attempts to shed light on the impact of multinational corporations on inequality in Albania, Bosnia and Herzegovina, Kosovo, Montenegro, North Macedonia and Serbia. The findings of this study will help to develop new policies, new legislation, reducing inequity and support FDIs and MNEs for governments and policymakers.

scholarly journals Influence of Labor Management Relationship on Employee’s Performance

2021 ◽  
Vol 04 (12) ◽  
Author(s):  
Maliki Oshorenua Taiye ◽  
Keyword(s):  
Multinational Corporations ◽  
Employee Performance ◽  
Industrial Relations ◽  
Measurement Instrument ◽  
Error Variance ◽  
Target Population ◽  
Special Focus ◽  
Employment Relations ◽  
Labor Management ◽  
Ogun State

This article theoretically examined the effect of employment relations on employees in multinational corporations with a special focus on Dangote Cement. The article observed that labour-management relations also known as industrial relations play an imperative role in improving and sustaining employees' performance. It serves as the nerves of industrial harmony. The target population of this study, which isfinite (being defined), isthe total number ofDangote Cement Plantin Ibese, Ogun State, Nigeria. The population comprises staff whose population is two hundred and sixty (260). The use of a questionnaire was adopted to elicit information from the cross-section of the selected population. The correlation coefficient value ranges from 0 – 1 and has an acceptable value of 0.88, which indicates higher reliability of the measurement instrument and low error variance, implying that the instrument is reliable. While the analysis was done using regression analysis. The findings revealed that there is a significant influence of employee’s participation, trade union, and industrial harmony on employee performance. Organizations should encourage mutual relationships among employees, as well as provide conducive working conditions/ environment for employees, like organizational learning, effective communication among employees, which will enhance their productivity and employee's performance.

scholarly journals Hierarchical Market Economies and Varieties of Capitalism in Latin America

2009 ◽  
Vol 41 (3) ◽  
pp. 553-575 ◽  
Author(s):  
BEN ROSS SCHNEIDER
Keyword(s):  
Latin America ◽  
Multinational Corporations ◽  
Business Groups ◽  
Developed Countries ◽  
Varieties Of Capitalism ◽  
Market Regulation ◽  
Employment Relations ◽  
Market Economies ◽  
Labour Relations ◽  
Labour Market Regulation

AbstractThe extensive scholarship on ‘varieties of capitalism’ offers some conceptual and theoretical innovations that can be fruitfully employed to analyse the distinctive institutional foundations of capitalism in Latin America, or what could be called hierarchical market economies (HMEs). This perspective helps identify four core features of HMEs in Latin America that structure business access to essential inputs of capital, technology and labour: diversified business groups, multinational corporations (MNCs), low-skilled labour, and atomistic labour relations. Overall non-market, hierarchical relations in business groups and MNCs are central in organising capital and technology in Latin America, and are also pervasive in labour market regulation, union representation and employment relations. Important complementarities exist among these features, especially between MNCs and diversified business groups, as well as mutually reinforcing tendencies between these dominant corporate forms and general under-investment in skills and in well-mediated employment relations. These four features of HMEs, their common reliance on hierarchy, and the particular interactions among them add up to a distinct variety of capitalism, different from those identified in developed countries and other developing regions.

scholarly journals EFFECT OF OUTSOURCING ON EMPLOYMENT RELATIONS IN NIGERIA: A STUDY OF SHELL PETROLEUM PRODUCING AND DEVELOPMENT COMPANY

2021 ◽  
Vol 5 (2) ◽  
Author(s):  
Cyril Ogugua Obi ◽  
Obiageli Gloria Akamobi ◽  
Uchenna Juliana Nwumeh ◽  
Juliet Ogonna Okonkwo
Keyword(s):  
Organizational Performance ◽  
Multinational Corporations ◽  
Human Resource ◽  
Third Party ◽  
Special Focus ◽  
Employment Relations ◽  
Descriptive Research ◽  
Human Resource Policies ◽  
Human Resource Outsourcing ◽  
Research Findings

This study investigates the effect of outsourcing practice on employment relations in Multinational Corporations with special focus on Shell Petroleum Producing and Development Company (SPDC). The study also examined the importance of employment relations in organizational performance. Descriptive research methodology was adopted in this study. The questionnaire that was administered in the field survey was the abbreviated version of Hewitt’s Human Resource Outsourcing Survey Questionnaire. The research findings showed that: the management of SPDC engages in unfair labour practices in order to trivialize workers conditions of service; mere transferring human resource management to a third party does not necessarily improve labour-management relations; outsourcing affects workers’ performance in Nigeria; there is positive relationship between employment relations and organisational performance. Based on the research findings, it recommends that the management of SPDC must discontinue its unfair labour practices; should improve the working conditions of its contract staff and show more interest in their career development; should focus attention on fostering mutual employment relations by ensuring that all its human resource policies are not counter-productive especially its outsourcing policy. JEL: L20; L23; L53 <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0799/a.php" alt="Hit counter" /></p>

How to challenge an international order: Russian diplomatic practices in multilateral security organisations

2019 ◽  
Vol 26 (3) ◽  
pp. 922-946 ◽  
Author(s):  
Olivier Schmitt
Keyword(s):  
Foreign Policy ◽  
International Relations ◽  
United Nations ◽  
Participant Observation ◽  
World Order ◽  
Policy Implications ◽  
Great Power ◽  
Theoretical Contribution ◽  
Security Concerns ◽  
Status Recognition

Many policy and academic debates focus on the extent to which Russia is a revisionist power challenging the ‘liberal world order’. However, there is little agreement on the primary motives explaining the behaviour of Russia, some pointing to her unsatisfied great power ambitions and neo-imperial ideologies, and others to genuine security concerns. Adjudicating those claims is important because of their policy implications for engagement and/or deterrence towards Russia. This article contributes to this debate through a theoretical contribution to practice-based approaches to International Relations. Using De Certeau’s understanding of practices, it analyses Russian diplomatic practices in multilateral security organisations and illustrates how this helps infer foreign policy motives, contrary to the field-specific relationalism of Bourdieu-inspired practice approaches. Empirically, it builds on 126 interviews and participant observation in three multilateral security organisations (the United Nations, the NATO–Russia Council and the Organisation for Security and Cooperation in Europe). The article shows that at least since 2014, Russian diplomats in the three organisations consistently defend policies and use narratives that reveal more interest in status recognition, sometimes at the expense of security concerns.

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