Connectivity of Actors and Diffusion of Ideas in HR Systems Configuration Process in Multinational Subsidiaries in Indonesia

Rupidara, Neil Semuel

doi:10.21632/irjbs.11.3.159-177

Cited by 1 publication

(3 citation statements)

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“…Understanding the process of configuring aligned HR systems is argued as important (Rupidara, 2018). The reason is, first, the better the systems are configured, the higher the probability of delivering HR activities that could enable human resources to increase firm performance (Huselid 1995).…”

Section: Process From the Indonesian Contextmentioning

confidence: 99%

“…This article is related to and advances from a current development that has revealed some aspects of the dynamic nature of the configuration process of HR systems (e.g. Rupidara, 2018;Rupidara & McGraw, 2011). Some mechanisms involved in the process, either at the field or firm level, have been identified particularly related to isomorphic behaviour of actors (see also Rupidara & Darby, 2017).…”

Section: Process From the Indonesian Contextmentioning

confidence: 99%

“…Despite the domination of content-oriented quantitative research, HR researchers have paid an increasing attention to understanding how HR systems are developed and work (e.g. Monks et al 2013;Rupidara, 2018) The configurational perspective has been used in explaining HR systems or bundle of practices (e.g. Delery & Doty, 1996) and may thus be useful to understand their configuration process.…”

Section: Introductionmentioning

confidence: 99%

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A Model of the Configuration Process of HR Systems within Multinational Subsidiaries in Indonesia

Rupidara¹

2019

IRJBS

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This article develops an empirical model of the process through which human resource management (henceforth HR) systems within subsidiaries of multinational companies (MNCs) are constructed. It extends current models that had previously been developed. It is a second-order analysis that integrates research findings that had been previously published along with unpublished materials from the same research project. The research project applied different qualitative methods in data collection. Complementing a previous conceptual macro model of the configuration process of HR systems, this article adds on a micro-empirical model of the process. The model proposes that the adoption and enactment of new HR ideas that make up HR systems is initiated by the reconceptualization of corporate identity and facilitated by the connectivity of relevant HR actors that enables the flows of ideas from the outside into the firms. Five research propositions are finally proposed to be tested as a contribution for future research. Artikel ini mengembangkan model empiris sebuah proses melalui mana sistem manajemen sumber daya manusia (selanjutnya disebut SDM) dari anak-anak perusahaan multinasional (MNC) dibangun. Ini memperluas model yang sekarang, yang sebelumnya telah dikembangkan. Sebuah analisis orde kedua yang mengintegrasikan temuan penelitian yang sebelumnya telah diterbitkan bersama dengan bahan sama yang tidak dipublikasikan dari proyek penelitian. Proyek penelitian ini menggunakan metode kualitatif yang beragam dalam pengumpulan data. Melengkapi konsep sebelumnya model makro dari proses konfigurasi sistem SDM, artikel ini menambah model proses mikro-empiris. Model ini mengusulkan bahwa adopsi dan pemberlakuan ide-ide SDM baru yang membentuk sistem SDM diinisiasi oleh rekonseptualisasi identitas perusahaan dan difasilitasi oleh konektivitas aktor SDM terkait yang memungkinkan aliran ide dari luar ke internal perusahaan. Lima proposisi penelitian akhirnya diusulkan untuk diuji sebagai kontribusi untuk penelitian ke depan.

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Section: Process From the Indonesian Contextmentioning

confidence: 99%