The Dominant Logic of Employer-Sponsored Work and Family Initiatives: Human Resource Managers' Institutional Role
The Dominant Logic of Employer-Sponsored Work and Family Initiatives: Human Resource Managers' Institutional Role
复制标题
雇主资助的工作和家庭计划的主导逻辑：人力资源经理的制度角色
DOI：
10.1177/001872679404700905
复制
发表时间：
1994
期刊：
影响因子：
5.7
通讯作者：
Beverly J. DeMarr
中科院分区：
文献类型：
--
作者：
E. Kossek;Parshotam Dass;Beverly J. DeMarr
本文认为，从制度理论和管理的主导逻辑的概念可以用来检查人力资源管理人员的制度角色，支持通过雇主赞助的儿童保育作为一种形式的组织适应变化。雇主赞助的儿童保育的主导逻辑的三个组成部分被发现：管理控制，环境和强制性的组成部分。这些组成部分重叠，形成一个整体的管理方向对雇主赞助的儿童保育，这是有关管理的人口背景，以及他们的组织和行业环境。采用雇主赞助的儿童保育的程度被认为是正相关的（1）人力资源经理的全球化的力量，（2）他们的解释有利的行政态度，雇主赞助的儿童保育。
This paper argues that concepts from institutional theory and managerial dominant logic can be used to examine human resource managers' institutional role supporting the adoption of employer-sponsored childcare as a form of organizational adaptation to change. Three components of the dominant logic of employer-sponsored childcare were found: management control, environmental, and a coercive component. These components overlap to form an overall management orientation toward employer-sponsored childcare, which are related to management's demographic backgrounds, and their organizational and industry environments. The extent of adoption of employer-sponsored childcare was found to be positively related to (1) the strength of human resource manager's global orientation, and (2) their interpretations of favorable executive attitudes toward employer-sponsored childcare.