Institutional theory and MNC subsidiary HRM practices:: evidence from a three-country study
Institutional theory and MNC subsidiary HRM practices:: evidence from a three-country study
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DOI：
10.1057/palgrave.jibs.8400267
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发表时间：
2007-05-01
影响因子：
11.6
通讯作者：
Park, Hyeon Jeong
中科院分区：
文献类型：
--
作者：
Bjorkman, Ingmar;Fey, Carl F.;Park, Hyeon Jeong
本研究从制度理论框架出发，探讨跨国公司子公司的人力资源管理实践。基于在美国、俄罗斯和芬兰运营的158家跨国公司子公司的样本，本文检验了假设的影响美国、日本和欧洲跨国公司在俄罗斯、芬兰和美国的子公司人力资源管理实践的因素。结果表明，东道国使用的人力资源管理做法存在显著差异。附属人力资源部的地位和附属机构参与与跨国公司其他部门进行知识转让的程度，都对人力资源管理做法的选择产生重大影响。
This study sets out to explore human resource management (HRM) practices in multinational corporation (MNC) subsidiaries within an institutional theory framework. Based on a sample of 158 subsidiaries of MNCs operating in the United States, Russia and Finland, the paper examines factors hypothesised to influence the HRM practices adapted in US, Japanese and European MNC subsidiaries located in Russia, Finland and the US. The results indicate significant differences in HRM practices used across host countries. Both the status of the subsidiary human resource department and the degree to which the subsidiary was involved in knowledge transfer with other parts of the MNC had a significant impact on the selection of HRM practices.