Institutional theory and HRM: A new look

Lewis, Alexander; Cardy, Robert L.; Huang, Lulu

doi:10.1016/j.hrmr.2018.07.006

Cited by 86 publications

(157 citation statements)

References 167 publications

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“…Hence, we took a closer look at the IHRM articles that referred to institutional theory. In doing so, we found that almost all of these can be categorized as representing ‘the old neo institutionalism’ (Lewis et al, 2019: 317). Their authors ask the almost classic question of how the institutional environment and related pressures shape the HRM practices of local companies or foreign MNCs operating within or across country contexts (e.g.…”

Section: Discussionmentioning

confidence: 95%

“…This view, however, does not take into consideration the impact of human agency and the possibility that organizations actively shape the environments in which they are embedded. Approaches that account for the interplay between structure and agency can be referred to as representing the ‘new neo institutionalism’ (Lewis et al, 2019: 323). They offer fruitful directions for HRM research in that scholars may not only concentrate on existing institutional constraints but instead focus on HR managers as active agents (Farndale et al, 2018) and on, for instance, how they deal with the daily complexities and paradoxes of different value system and competing demands (Lewis et al, 2019; cf.…”

Section: Discussionmentioning

confidence: 99%

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An empirical analysis of research paradigms within international human resource management: The need for more diversity

Kornau

Frerichs

Sieben

2020

German Journal of Human Resource Management

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The goal of this article is to provide a fine-grained analysis of international human resource management research that addresses the different perspectives applied in that research. We coded 203 peer-reviewed international human resource management articles published between 2011 and 2018 with content analytical methods guided by the compass of management research developed by Sieben, which is rooted in critical management research. We were particularly attentive to the various discursive orientations international human resource management scholars have adopted, including ideologically critical, poststructuralist, functionalist and interpretive perspectives. We further examined which methods, theoretical perspectives and topics were common within and across different perspectives. This analysis indicated that critical research intending to politicize and question existing structures and ways of organizing is still marginal. Along with the dominance of functionalist and interpretive studies, papers in our dataset commonly use a strategic human resource perspective, are predominantly interested in the human resource management–performance link and focus rather narrowly on multinational corporations and expatriates. Furthermore, while international human resource management scholars increasingly account for the contextual embeddedness of organizations through macro-level theories, they mainly apply institutional perspectives that view organizations as adapting to institutional constraints. We propose a more diverse and reflexive approach – inspired by ideologically critical and poststructuralist perspectives – that may help to overcome these blind spots. Such an approach might, for instance, look at types of organizations other than multinational corporations and individuals other than highly skilled expatriates and might explicitly bring multiple, external stakeholders into the picture. We conclude by suggesting that international human resource management research and practice would benefit from more research diversity which enables more holistic analyses of phenomena, more innovative research and resultant insights, and more space for meta-theoretical reflections.

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Section: Discussionmentioning

confidence: 95%

Section: Discussionmentioning

confidence: 99%

An empirical analysis of research paradigms within international human resource management: The need for more diversity

Kornau

Frerichs

Sieben

2020

German Journal of Human Resource Management

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“…For Keohane and Nye (1988), the institutional theory of complex interdependence is rich when it explores the fact of promoting a number of relevant international discussions, and simultaneously uninterrupted and gradually accelerated by information/communication technology. Another important dimension of the theory is that it becomes accessible to everyone, rich or poor, big or small, weak or strong, and not just to statesmen or diplomats, as long as they do it in an organized way, as seen with the effort to organize civil society around specific demands (Comyns 2018; Lewis et al 2018).…”

Section: Institutional Arrangements To Consolidate Governancementioning

confidence: 99%

Institutional Theory and City Council as a Driver for Urban Sustainability

Neiva¹,

Lima²

2020

Encyclopedia of the UN Sustainable Development Goals

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Institutional theory and city council as a driver for urban sustainability explains the theoretical condition of an arrangement of sustainable governance, at the city level, with policies and indicators that allow a better quality of life for the population in the economic, environmental, and social dimensions, in addition to promoting a set of institutionalized theoretical approaches, in that knowledge about urban sustainability and technologies related to city planning can be applied in municipal practices to all citizens.

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“…Commitment measures give birth to a strong desire to remain a member of a particular organization and a commitment to the values and goals of the organization (Al_Jabari_and_Ghazzawi, 2019). Institutional work discusses agencies at the daily level, exploring how actors create, maintain and confuse the institutional context in which they are involved (Lewis et al, 2018).…”

Section: Commitmentmentioning

confidence: 99%

Organizational Commitment of Muhammadiyah University Leaders in Indonesia

Syamsudin

Setyawan

Praswati

2019

HSSR

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Purpose of the study: This study aims to examine the organizational commitment of Muhammadiyah university leaders in Indonesia. In this study, we describe factors of organizational commitment and explain those factors partially. Methodology: This design of this study is quantitative. We conduct surveys involved 120 respondents from 12 Muhammadiyah universities. In this study, we use purposive sampling methods with the student body of the university and size of academic board as special characteristics of the samples. Results: The results of this study indicate that the affective commitment of all Muhammadiyah university leaders is more glaring with high trust and great loyalty to their organization as major features. They run the organization guided by the concept of amar ma'ruf nahi mungkar (spreading goodness and eradicating badness). Implications: Muhammadiyah universities need to compare their leader’s commitment before and after accommodating regulation about university governance. This could be a foundation to build a strategic approach for organizations in order to achieve their mission. Novelty/Originality: This study analyzes commitment, governance and shared the vision of one of the largest Islamic organizations in the world. It also discusses university governance generally.

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Institutional theory and HRM: A new look

Cited by 86 publications

References 167 publications

An empirical analysis of research paradigms within international human resource management: The need for more diversity

An empirical analysis of research paradigms within international human resource management: The need for more diversity

Institutional Theory and City Council as a Driver for Urban Sustainability

Organizational Commitment of Muhammadiyah University Leaders in Indonesia

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