New institutionalism increasingly informs work on comparative human resource management (HRM), downplaying power and how competing logics play out, and potentially providing an incomplete explanation of how and why ‘HRM’ and associated practices vary in different national contexts. We examine HRM in Pakistan’s banking industry and assess how managers’ espoused views of HRM practices reflect prevailing ones in dominant HRM models, and how they differ from early-career professionals’ perceptions of these practices. The cultural script of ‘seth’ (a neo-feudalist construction of authority) influences managers’ implementation of HRM policies and competes with the espoused HRM logic. We argue that managers will pursue a ‘seth’ logic when managing employees, as it reproduces existing power differentials within companies. By doing so, they render HRM unrecognizable from dominant models. Indeed, by using the term ‘HRM’, much of the existing, new institutionalism-influenced literature rationalizes a particular view of organizations and management that is inappropriate and analytically misleading in emerging economies.
Syed Imran Saqib Alliance Manchester Business School AcknowledgementsWe are grateful to Prof. Wilkinson and three anonymous reviewers for helpful comments and guidance on previous versions of this paper. AbstractComparative institutional analyses have added much to our understanding of HRM in different countries, providing powerful arguments against the need for flexible labour markets to boost economic performance. However, existing research has tended to downplay the possibility that variation within countries may result in a well-protected core of workers that grows ever smaller alongside increasing numbers of precarious workers. We draw on data from the World Economic Forum and the European Company Survey to examine how institutions influence establishments' use of temporary workers in 29 European countries plus Turkey. We analyse the data using 1) principal components analysis to categorize the countries in our analysis, 2) a two-step cluster analysis to draw up groups of establishments by their use of temporary workers, and 3) a multilevel logistic regression to examine how the 2 institutional setting of establishments and key establishment characteristics interact to influence workplaces' use of temporary workers. We show that institutional characteristics shape the prevalence of temporary workers in the 28 European Union member states plus FYR Macedonia and Turkey; however, institutions are not deterministic and important variation in the use of temporary workers depends upon the interaction between establishment characteristics and the establishment's business system.3
PurposeThe paper aims to explore the process of identity regulation and identity creation on social media for employees in the IT sector of India and how this process is different for men and women.Design/methodology/approachThe study is based on the thematic analysis of in-depth interviews of 31 IT professionals.FindingsThe authors find that identity regulation and identity creation is a complex process when it is mediated on social media as cues and guidelines for professionals are ambiguous. Enriching Ibarra's model of identity creation, the authors find that this process consists of five steps: (1) motivation to build a desirable self, (2) experimenting with identity boundaries, (3) failed identity experiences, (4) active self-regulation and (5) enacting inauthentic selves. The authors further find that this self-regulation for men is driven by the pressure to conform to the identity of an ideal “corporate man”, whereas for women it is driven by the need to conform to societal and cultural expectations.Practical implicationsSince identity regulation is a cognitively demanding process that affects both the productivity and well-being of employees, organisations can proactively help employees manage their social media presence through training and mentorship programmes.Originality/valueThe paper provides an enriched version of Ibarra's (1999) model on identity creation and regulation and highlights the role of gender in the process. The paper is practically relevant as it provides a window into how employees can feel the need to manifest inauthentic selves which is cognitively demanding.
Much of the existing business and management research on how 'state capitalism' influences industry outcomes focuses on the state as 1) the owner of companies, 2) a provider of key resources, such as financial support, to favoured companies and/or 3) a unitary actor. Whilst some of this literature highlights links between politicians and officials, on the one hand, and individual companies, on the other, it downplays how other political-economic factors, such as the relative importance of existing industries in terms of employment and links between state banks and state-owned companies impact developments within those emerging sectors that the state wishes to promote. Drawing on the 'state-permeated model' of capitalism, we undertake a comparative institutional analysis of the development of the solar photovoltaic (PV) industry in China and India. Both states prioritised domestic solar PV manufacturing and innovation; however, China's industry is much stronger than India's, reflecting, we argue, 1) the greater ability of China's central state to co-ordinate other actors and 2) the greater importance of India's coal industry compared to China's. We discuss the implications of our work for policy makers and for research, highlighting the need to assess whether statepermeated capitalism is functional or dysfunctional in nuanced ways.
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