This article analyzes long run change and continuity within the Indonesian industrial relations (IR) system. Although focused more on labour reform in the post-Soeharto era, the analysis also extends the time line backwards to review key aspects of the Old and New Order periods so as to provide perspective for more recent developments. The article employs institutional theory in the analysis and highlights the roles of different actors during different periods of change. Data was collected through narrative interviews with relevant IR actors and taken from a range of secondary sources. While acknowledging profound changes in the logics and structures of Indonesian IR, the analysis also reveals evidence of institutional continuity across time. The article concludes that recent reforms have produced several negative outcomes for both workers and the labour movement, and have focused more on overt structural elements but less on cultural-cognitive and normative elements that determine behaviour within the new structures.
Purpose The purpose of this paper is to analyse the isomorphism phenomenon in the Indonesian HR field. It also attempts to identify characteristics of a highly isomorphic field which tend to be overlooked in institutional analysis. Design/methodology/approach The research was conducted within a qualitative, interpretive paradigm. Both primary and secondary data sources were utilized in this study. Primary data were obtained from more than 56 interviews, including informal talks and observations. Two types of interviews were conducted, i.e., face to face, narrative, open-ended interviews with HR professionals, consultants and academics and e-mail interviews with several of the HR professionals who were involved in several HR mailing lists in Indonesia. Findings HR field in Indonesia shows how institutional influences work, characterized by the diffusion and adoption of human resource practices among foreign multinational and large local companies in Indonesia. HR actors within organizations interact with multiple, and often competing, ideas within complex and overlapping multi-institutional settings and take decisions explained by the characteristics of Indonesian HRM as an isomorphic field. Research limitations/implications Further research is needed to be conducted in similar isomorphic fields to identify the characteristics and whether or not they confirm the results of this research. Further research into the HR field in Indonesia is also suggested to uncover deep-seated institutional logics and mechanisms that can facilitate or constrain future changes in the field. As a transitional field usually contains different, sometimes conflicting, institutional pressures in influencing the direction of change, a better knowledge of how the conflicting forces work is needed to provide understanding about how to steer a well-informed institutional change. Practical implications Involvement in the networks of diffusion of ideas can benefit the HR professionals of participating firms. The study suggests an active but critical participation in the networks of HR ideas diffusion to obtain greater benefits. The study has shown the existence of different channels of HR knowledge transfer. HR actors therefore need to decide which channels might be more effective in the knowledge transfer. Because the different sources of ideas may provide conflicting ideas, HR actors may need to be mindful in their participation in the different networks to take advantage of them, rather than being confused by the conflicting forces. Originality/value This research contributes empirically to studies of isomorphism of HRM practices by providing evidence that connects the micro-organizational and the broader organizational field levels. A significant methodological contribution of this research is the use of observations and the participation in professionally oriented electronic mail-list groups as a method of investigating knowledge diffusion within a field.
Traditional agriculture has a relationship with the culture of the local community that is the norms agreed upon by the ancestors related to the use of natural resources to meet the needs of daily life. This article aims to describe the traditional agricultural process of the Wamena people in Jayapura, Indonesia. The perspective used in analyzing traditional agricultural processes was the perspective of sustainable livelihoods of traditional communities in a development context. This research was done in a descriptive-qualitative manner by using primary and secondary data. The primary data was obtained from in-depth interviews. Meanwhile, the secondary data was obtained from observations and document studies. The results indicate that the traditional agricultural process of the Wamena Tribe in Jayapura was able to maintain the livelihoods of traditional communities based on the principles of sustainable development. This could be seen from several stages, such as access to land resources, land ownership, agrarian social relations, and gender issues in the division of traditional agricultural work of the Wamena people in Jayapura. This shows that the local wisdom in the cultural norms of the Wamena people could be used in environmentally friendly agricultural activities that did not have a conflict with the perspective of sustainable development.
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