Advances in International Management, Volume 21: The Global Diffusion of Human Resource Practices: Institutional and Cultural Limits

The competitive forces generated by globalization act to promote the cross-national diffusion of human resource management 'best practices'. This volume offers different methodologies and perspectives that provide a range of interpretations regarding diffusion and convergence. The competitive forces generated by globalization act to promote the cross-national diffusion of human resource management 'best practices'. In particular, high performance work practices have come to be viewed as the standard as companies in many parts of the world have endeavored to 'Americanize' their employment and management systems. Yet cultural, institutional, and ideological forces continue to offer resistance to the global convergence of HR practices. This volume contains papers from authors in Europe, Asia, Africa, and US who explore diffusion in a variety of national contexts. Different methodologies and perspectives provide a range of interpretations regarding diffusion and convergence Advances in international management......Page 1 sdarticle_001.pdf......Page 2 sdarticle_002.pdf......Page 3 List of contributors......Page 4 Introduction......Page 6 References......Page 11 Competitiveness and the employment relationship in Europe: Is there a global missing link in HRMquest......Page 13 Human resource management (HRM) and global competitiveness: Is there a common denominatorquest......Page 14 What is competitivenessquest Developing an indicator for the 21st century......Page 16 Toward a competitive index based on human capital......Page 18 Moving to a micro focus: What attitudes and values are associated with competitivenessquest......Page 22 Competitiveness and the employment relationship......Page 26 Conclusions: Toward a global HRM model under the competitiveness imperative......Page 29 Bibliography......Page 31 Further Reading......Page 33 Appendix......Page 34 Multinationals and national systems of employment relations: Innovators or adaptersquest......Page 37 Introduction......Page 38 The global - local question and its critics......Page 39 Method......Page 45 Findings......Page 47 Discussion: The role of sector-specific conditions......Page 53 Conclusion......Page 58 References......Page 60 Introduction......Page 63 Theoretical framework......Page 64 Note on Research Methods......Page 67 From a State-Owned Company to a Subsidiary of a German Multinational......Page 68 Employment Relations at SEAT Until the 1993 Crisis......Page 70 Employment Relations in SEAT from 1993 Onward......Page 72 Employee representation at SEAT......Page 73 Pilot Schemes (1991-1993)......Page 74 A Unilateral Introduction of Teamwork at Martorell (1993)......Page 77 A Thorough Introduction of Teamwork from 2004 Onward......Page 78 Discussion......Page 81 Conclusions......Page 84 Notes......Page 86 References......Page 88 Introduction......Page 92 Contextual background......Page 93 Theoretical perspectives: human resources and multinational companies in South Africa......Page 97 Emergent Trends in the Labor Market......Page 103 MNC and local firm dimensions of human resource management......Page 107 Employment relations and legislative developments......Page 110 Employment equity legislation and human resource practices......Page 112 Broad-based Black economic empowerment (BEE) and human resource management......Page 117 Managing diversity and changing managerial styles......Page 119 Conclusions and implications......Page 120 References......Page 123 Human capital theory and practice in Russian enterprises......Page 127 Introduction......Page 128 Theoretical framework......Page 130 Method......Page 132 Results......Page 134 Training and Development......Page 135 Selection and Hiring......Page 136 Compensations Practices......Page 141 Diversity and Family Issues in the Workplace......Page 142 Discussion......Page 143 Study Limitations and Recommendations for Further Research......Page 145 References......Page 146 The adoption of HR strategies in a Confucian context......Page 147 Confucianism and HR practices in Taiwan......Page 149 HR systems in transformation......Page 154 HR systems and firm performance......Page 156 Survey Data......Page 157 HR Practices......Page 158 Control Variables......Page 159 Cluster Analysis......Page 160 HR System and Organizational Performance......Page 164 Discussion and conclusion......Page 166 Notes......Page 168 References......Page 169 Toward a model of gender diversity in the workplace in East Asia: Preliminary evidence from manufacturing industries in Taiwan......Page 172 Literature review......Page 174 Women in organizations in Taiwan......Page 176 Sources of Data......Page 180 The Proportion of Females......Page 181 Findings......Page 182 Discussion and implications......Page 185 Limitations......Page 188 References......Page 189 Cross-national differences in the determination of pay fairness judgments: Do cultural differences play a rolequest......Page 192 Introduction......Page 193 Determinants of perceptions of pay fairness: The research record......Page 194 Theoretical framework......Page 195 Data and research method......Page 199 Results......Page 200 Discussion and conclusions......Page 203 References......Page 207 Appendix A. Instructions for pay fairness survey instrument......Page 209 Appendix C. Items for horizontal and vertical individualism and collectivism......Page 210 Individualism and collectivism in Lebanon: Correlations with socioeconomic factors and effects on management and human resources practices......Page 212 Introduction......Page 213 Literature Review......Page 215 History......Page 216 Societal Level......Page 217 Individual Level......Page 218 Lebanese Culture......Page 219 Theoretical Framework......Page 222 Measures......Page 224 Results......Page 225 Relationship Measures......Page 227 Discussion......Page 228 Conclusion and Limitations......Page 229 References......Page 230 Appendix. Selected items for vertical and horizontal individualism and collectivism......Page 233 Family-friendly employment practices: Importance and effects in India, Kenya, and China......Page 235 Family-friendly human resource policies......Page 236 The impact of family-friendly policies on work attitudes......Page 240 Sample......Page 242 Measures......Page 243 Work Satisfaction and Affective Commitment......Page 244 Exploratory Factor Analysis......Page 245 Confirmatory Factor Analysis......Page 246 Scale Equivalence......Page 247 Hypothesis Testing......Page 249 Analyses of Individual Family-Friendly Policies......Page 253 Desired Family-Friendly Policies......Page 254 Individual Characteristics and Desired Family-Friendly Policies......Page 255 Discussion and implications......Page 258 References......Page 262 International human resource management in the Indian information technology sector: A comparison of Indian MNCs and affiliates of foreign MNCs in India......Page 266 Introduction......Page 267 Literature review......Page 268 Methodology......Page 274 Organizational Sample Description from the Survey......Page 278 HRM before and after the IT Boom in India......Page 279 Results of the survey......Page 284 Conclusions for Hypotheses 3-6......Page 285 Conclusions......Page 292 References......Page 293 The Competitive Forces Generated By Globalization Act To Promote The Cross-national Diffusion Of Human Resource Management Best Practices. In Particular, High Performance Work Practices Have Come To Be Viewed As The Standard As Companies In Many Parts Of The World Have Endeavored To Americanize Their Employment And Management Systems. Yet Cultural, Institutional, And Ideological Forces Continue To Offer Resistance To The Global Convergence Of Hr Practices. This Volume Contains Papers From Authors In Europe, Asia, Africa, And Us Who Explore Diffusion In A Variety Of National Contexts.--jacket. Introduction / Greg Hundley And John J. Lawler -- Competitiveness And The Employment Relationship In Europe: Is There A Global Missing Link In Hrm? / Cristina Simon And Gayle Allard -- Multinationals And National Systems Of Employment Relations: Innovators Or Adapters? / Tony Edwards And Miao Zhang -- Two Failed Attempts And One Success: The Introduction Of Teamwork At Seat-volkswagen / Luis Ortiz And Francisco Llorente-galera -- Managing Human Resources In South Africa: A Multinational Firm Focus / Frank M. Horwitz And Harish C. Jain -- Human Capital Theory And Practice In Russian Enterprises / Khalil M. Dirani And Alexandre Ardichvili -- Adoption Of Hr Strategies In A Confucian Context / Shyh-jer Chen -- Toward A Model Of Gender Diversity In The Workplace In East Asia: Preliminary Evidence From Manufacturing Industries In Taiwan / I-chieh Hsu And John J. Lawler -- Cross-national Differences In The Determination Of Pay Fairness Judgments: Do Cultural Differences Play A Role? / Greg Hundley And Carlos Sanchez Runde -- Individualism And Collectivism In Lebanon: Correlations With Socioeconomic Factors And Effects On Management And Human Resources Practices / Khalil M. Dirani -- Family-friendly Employment Practices: Importance And Effects In India, Kenya, And China / Peng Wang, John J. Lawler, Kan Shi, Fred Walumbwa And Ming Piao -- International Human Resource Management In The Indian Information Technology Sector: A Comparison Of Indian Mncs And Affiliates Of Foreign Mncs In India / Mary Mathew And Harish C. Jain. Edited By John J. Lawler, Greg Hundley. Includes Bibliographical References. Introduction / Greg Hundley, John J. Lawler -- Competitiveness and the employment relationship in Europe: is there a global missing link in HRM? / Cristina Simo(c)(p)n, Gayle Allard -- Multinationals and national systems of employment relations: innovators or adapters? / Tony Edwards, Miao Zhang -- Two failed attempts and one success: the introduction of teamwork at SEAT-Volkswagen / Luis Ortiz, Francisco Llorente-Galera -- Managing human resources in South Africa: a multinational firm focus / Frank M. Horwitz, Harish C. Jain -- Human capital theory and practice in Russian enterprises / Khalil M. Dirani, Alexandre Ardichvili -- The adoption of HR strategies in a Confucian context / Shyh-jer Chen -- Toward a model of gender diversity in the workplace in East Asia: preliminary evidence from manufacturing industries in Taiwan / I-Chieh Hsu, John J. Lawler -- Cross-national differences in the determination of pay fairness judgments: do cultural differences play a role? / Greg Hundley, Carlos Sa(c)(p)nchez Runde -- Individualism and collectivism in Lebanon: correlations with socioeconomic factors and effects on management and human resources practices / Khalil M. Dirani -- Family-friendly employment practices: importance and effects in India, Kenya, and China / Peng Wang, John J. Lawler, Kan Shi, Fred Walumbwa, Ming Piao -- International human resource management in the Indian information technology sector: a comparison of Indian MNCs and affiliates of foreign MNCs in India / Mary Mathew, Harish C. Jain