Alternative Configurations of Firm-level Employment Systems : Evidence from American Companies

Kaufmann, Bruce E.; Miller, Benjamin I.

doi:10.18559/ebr.2015.2.2

Cited by 4 publications

(3 citation statements)

References 46 publications

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“…Numerous typologies have been constructed to help classify archetypical HR systems that reflect bundles of HR practices for coordinating and/or controlling the behavior of employment relationship actors (Kaufman 2013; Kaufman and Miller 2015). These typologies are also instructive for thinking about consistent classes of HR practices at a managerial or work group level.…”

Section: Managers’ Frames and The Origins Of Hr Practicesmentioning

confidence: 99%

Making sense of (mis)matched frames of reference: A dynamic cognitive theory of (in)stability in HR practices

Budd

Pohler

Huang

2021

Industrial Relations

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By returning to an old insight that frames of reference influence action, we theorize that actors’ frames influence their desired HR practices, and these practices will be stable if managers and employees share similar frames. When actors’ frames are mismatched, however, HR practices can violate employee expectations and trigger a sensemaking process, potentially leading to framing contests and conflict. We hypothesize predicted patterns of conflict and expected outcomes depending on the nature of the mismatched frames. Allowing for mismatched frames uniquely highlights the importance of recognizing managers’ and employees’ frames for understanding HR outcomes and conflicts observed in practice.

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Section: Managers’ Frames and The Origins Of Hr Practicesmentioning

confidence: 99%

Making sense of (mis)matched frames of reference: A dynamic cognitive theory of (in)stability in HR practices

Budd

Pohler

Huang

2021

Industrial Relations

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“…Kaufman (2016) presented a recent advance in measuring convergence–divergence based on earlier work by Kaufman and Miller (2015). His approach essentially looks at the overlap of HRM frequency distributions in different countries or regions.…”

Section: Sample and Methodsmentioning

confidence: 99%

“…Kaufman ( 2016) presented a recent advance in measuring convergence-divergence based on earlier work by Kaufman and Miller (2015). His approach essentially looks at the overlap of HRM frequency distributions in While this approach has its merits for univariate data, configurations-which are multivariate by definitioncannot be captured with a univariate frequency distribution.…”

Section: Control Variablesmentioning

confidence: 99%

Embedded in context: How time and distance affect the convergence of personnel selection practices

Biemann

Mayrhofer²,

Koch‐Bayram

2021

Human Res Mgmt Journal

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The debate on convergence versus divergence or stasis in human resource management (HRM) practices over time is still ongoing. We look at configurations of organisations' personnel selection practices and empirically analyse the role of geographic, cultural and regulatory institutional distance between countries for emerging similarity or dissimilarity in these practices. We also examine whether convergence occurred between 1995 and 2015. Based on the Cranet data of 25,869 organisations from 42 countries and statistical tests using energy distance, we find a pattern over time, moving from stasis to divergence. In addition, personnel selection configurations relate to cultural and regulatory institutional differences in the sense that smaller distances lead to higher similarity. This is not the case, however, for geographic distance. Our study adds to the debate on HRM convergence and offers a new method of analysis for other areas of HRM research where configurations instead of single HRM practices play a role.

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Globalization and convergence–divergence of HRM across nations: New measures, explanatory theory, and non-standard predictions from bringing in economics

Kaufman

2016

Human Resource Management Review

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Alternative Configurations of Firm-level Employment Systems : Evidence from American Companies

Abstract: International trade in di erentiated goods, nancial crisis and the gravity equation Udo Broll, Julia Jauer Tax revenues and aging in ex-communist EU countries Review, Vol. 1 (15), No. 2, 2015: 22-51 DOI: 10.18559/ebr.2015

Cited by 4 publications

References 46 publications

Making sense of (mis)matched frames of reference: A dynamic cognitive theory of (in)stability in HR practices

Making sense of (mis)matched frames of reference: A dynamic cognitive theory of (in)stability in HR practices

Embedded in context: How time and distance affect the convergence of personnel selection practices

Globalization and convergence–divergence of HRM across nations: New measures, explanatory theory, and non-standard predictions from bringing in economics

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