Contextualising diversity: a study of transnational transfer of diversity management to subsidiaries of multinational corporations in Pakistan

情境化多样性：多元化管理向巴基斯坦跨国公司子公司跨国转移的研究

• 批准号: ES/X006247/1
• 负责人: Sabeen Ahmad
• 金额: $ 13.93万
• 依托单位: King's College London
• 依托单位国家: 英国
• 项目类别: Fellowship
• 财政年份: 2022
• 资助国家: 英国
• 起止时间: 2022 至 无数据
• 项目状态: 已结题
• 来源: https://gtr.ukri.org/projects?ref=ES%2FX006247%2F1
• 关键词: Contextualising; diversity; study; transnational; transfer

There are two broader aims of the fellowship, one about dissemination and the other about building on my PhD to develop impact. This will be achieved through a range of activities such as publications, seminars, reports and conferences. This will:1. Improve academic knowledge and awareness of the cultural differences and organisational practices that affect the successful implementation of DM policies across transnational company settings2. Use the context of Pakistan to provide a specific case study for exploring diversity from a non-Western country's perspective, providing insights for academic and non-academic audiences3. Build networks for knowledge exchange with DM and HR professionals in multinational companies to share findings to support policy development, facilitating long-term impact for practitioners and employees4. Facilitate my development as an academic through conducting a range of skill-enhancing activities, including organising workshops, presenting, stakeholder engagement and writing for academic and non-academic audiencesMy research study focuses on transnational transfer of diversity management (DM) to a non-Western context such as Pakistan. I employed a context-specific institutional framework (based on institutional theory) to study translation of diversity management policies and practices to the subsidiaries of multinational corporations in Pakistan. The outcome of this study provides both a theoretical and empirical contribution to global DM research. This study contributes to the scholarship in the field of global diversity management as well as international human resource management. Drawing on original field study evidence, it considers institutional factors as well as power capabilities of individual actors, who are indigenous, have the knowledge of their institutional environment, and thus affect the transfer process. There are number of reasons why the study of transfer of DM is valuable and compelling. First, diversity management is in the interests of many organisations, national and multinational. However, it is quite challenging for multinational corporations, as they interact in different host country contexts and thus face different issues surrounding internal and external legitimacy. Thus, my research study provides a deeper understanding of the role of contextual differences and develop theoretically informed, evidence-based suggestions on how the effectiveness of DM across different contexts can be ameliorated. Second, transfer of DM is a multifaceted phenomenon, with hidden aspects of power, resources and interest. Diversity professionals, who are the main players in the transfer process, face the pressure of dual identification, both with the parent headquarters and their subsidiary. On one hand, they deal with the pressure from their parent headquarters to transfer diversity policies and practices, while on the other hand they are required to act strategically to implement these policies and practices. In this process, diversity professionals may use their power capabilities and act as institutional entrepreneurs who leverage resources to create new institutions or transform the existing ones. Thus, this study explains how the agency of institutional entrepreneurs affects transfer of management practices such as DM. Conducting a research study by combining institutional theory with power/interest perspective opens new research avenues. Third, this study is beneficial for diversity/HR professionals as well as government officials (involved in making legislations and policies regarding DM) who consider the importance of diversity and its management. Interpretation of the reality of their own systems will help them to find the gaps and areas for improvement.

奖学金有两个更广泛的目标，一个是关于传播，另一个是关于在我的博士学位基础上发展影响力。这将通过出版物、研讨会、报告和会议等一系列活动来实现。这将：1.提高学术知识和文化差异和组织实践的意识，这些文化差异和组织实践影响跨国公司环境中DM政策的成功实施2。利用巴基斯坦的背景提供具体的案例研究，从非西方国家的角度探索多样性，为学术和非学术受众提供见解3。与跨国公司的DM和HR专业人员建立知识交流网络，分享研究结果，以支持政策制定，促进对从业人员和企业的长期影响4。通过开展一系列提高技能的活动，包括组织研讨会，演讲，利益相关者参与和学术和非学术audiencesMy研究的重点是多样性管理（DM）的跨国转移到非西方背景，如巴基斯坦写作，促进我作为一名学者的发展。我采用了一个特定的背景下的制度框架（基于制度理论），研究翻译的多样性管理政策和做法的跨国公司在巴基斯坦的子公司。本研究的结果为全球DM研究提供了理论和经验上的贡献。本研究有助于全球多样性管理和国际人力资源管理领域的学术研究。根据最初的实地研究证据，它考虑了体制因素以及个人行为者的权力能力，这些行为者是土著人，了解其体制环境，因此影响到转让进程。有许多原因可以说明为什么对DM转移的研究是有价值和令人信服的。首先，多样性管理符合许多国家和跨国组织的利益。然而，这对跨国公司来说是相当具有挑战性的，因为它们在不同的东道国背景下互动，因此面临着围绕内部和外部合法性的不同问题。因此，我的研究提供了一个更深入的理解上下文差异的作用，并制定理论上知情的，以证据为基础的建议，如何在不同的情况下，DM的有效性可以得到改善。第二，DM的转移是一个多方面的现象，其中隐藏着权力、资源和利益等方面。多元化专业人员是转移过程中的主要参与者，他们面临着双重身份的压力，既有母公司总部，也有子公司。一方面，他们要应对来自上级总部的压力，要求他们转移多样性政策和做法，另一方面，他们需要采取战略行动，执行这些政策和做法。在这一过程中，多元化专业人员可以利用他们的权力能力，并作为机构企业家，利用资源创建新的机构或改造现有的机构。因此，本研究解释了如何机构企业家的代理影响转移的管理实践，如DM。将制度理论与权力/利益视角相结合进行研究，开辟了新的研究途径。第三，这项研究是有益的多样性/人力资源专业人员以及政府官员（参与制定有关DM的立法和政策）谁认为多样性及其管理的重要性。对本国制度现实的解释将有助于它们找到差距和需要改进的地方。