Out of India: Towards a conceptual framework on internationalization motives, parenting styles and human resource management practices among Indian MNE subsidiaries in Ireland

Benoy, Jenny; Morley, Michael J.

doi:10.1016/j.hrmr.2019.100724

Cited by 9 publications

(14 citation statements)

References 104 publications

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“…The age of the subsidiary impacted the transfer of MNCs' HRM policies and practices. Older subsidiaries transferred more HRM policies and practices from their parent companies (Benoy & Morley, 2020). The findings from this study were consistent with the results of Rosenzweig and Nohria (1994), who asserted that subsidiaries that had existed for a long time…”

Section: Declarationsupporting

confidence: 90%

“…The EMNCs with considerable international experience standardised some of the transferred HRM practices. The standardisation of the specific HRM practices was due to a positive affiliation between formal parent control and international experience, which affected the transfer level of HRM practices (Benoy & Morley, 2020;Edwards, Sanchez-Mangas, et al 2016;Furusawa et al 2016).…”

Section: Declarationmentioning

confidence: 99%

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South African MNCs’ HRM Systems and Practices at the Subsidiary Level: Insights From Subsidiaries in Nigeria

Bako¹

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Despite the extensive literature on multinational companies’ (MNCs) human resource management (HRM) systems and practices from developed countries, there are gaps in the literature concerning emerging countries multinational companies’ (EMNCs) HRM practices and systems at home and host countries. This thesis examines the transfer of HRM practices in Nigerian subsidiaries of MNCs from South Africa (an emerging country). This study empirically examines the similarities and differences of South African MNCs’ HRM systems and practices at both the South African headquarters and the subsidiaries in Nigeria. Purposely, the study attempts to shed light on the nature of the employment practices, the transfer of HRM practices and the factors that influence the transfer process. The study adopted a qualitative approach with data/evidence collected through in-depth semi-structured interviews. It focused on group discussions conducted in the subsidiaries of three South African MNCs in Nigeria. The data was gathered primarily from HR managers, directors and officers in the Nigerian subsidiaries of the South African MNCs. The study revealed that the South African MNCs hybridised their recruitment and selection processes and localised compensation and employee relations. However, performance appraisal, talent management and code of conduct practices were mainly transferred to subsidiaries with minimal adaptation to contextual realities. Further research and practical implications are discussed in this thesis.

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Section: Declarationsupporting

confidence: 90%

Section: Declarationmentioning

confidence: 99%

South African MNCs’ HRM Systems and Practices at the Subsidiary Level: Insights From Subsidiaries in Nigeria

Bako¹

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“…Walaupun orang tua dari kalangan menengah ke bawah namun kebutuhan pangan anak harus tetap diperhatikan dengan baik (van Herwijnen et al, 2020). Menurut (Benoy & Morley, 2020) bahwa aspek pola asuh orang tua yang sangat penting pada anak adalah penerimaan dan kontrol. Penerimaan adalah dukungan dan kasih sayang yang terlihat dari senyuman, pujian, dan dorongan (Katz et al, 2019).…”

Section: Pendahuluanunclassified

“…Rendahnya motivasi belajar anak usia dini karena kurangnya orang tua mengedukasi secara totalitas. Pola asuh orang tua berdampak pada perkembangan dan pertumbuhan anak secara berkelanjutan (Benoy & Morley, 2020;Pierce et al, 2020). Sebagai orang tua dirumah segai role model bagi anak-anaknya dalam berbagai hal, sehingga baik dan tidaknya anak bergantung peran orang tua sebagai orang paling dekat dengan anak-anaknya dirumah.…”

Section: Peningkatan Motivasi Anak Usia Dini Melalui Pola Asuh Orang Tuaunclassified

Peningkatan Adversity dan Motovasi Belajar Anak Melalui Pola Asuh Orang Tua

Abidin,

Asy'ari

2023

J. Obs. J. Pendidik. Anak Usia Dini

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Pola Asuh orang tua sebagai upaya meningktkan adversity dan motivasi belajar siswa. pola asuh orang tua dapat menjadi bagian dari upaya meningkatkan adversity dan motivasi belajar siswa. Metode penelitian yang digunakan dalam penelitian ini menggunakan kualitatif deskriptif. Data dan sumber data yaitu TK Aisyiyah 58 Surabaya dengan menjadikan subjek penelitian dalam menumpulkan data. Teknik penumpulan data secara observasi, wawancara, dokumentasi dan audio visual. Analisis data kualitatif dilakukan secara interaktif dan berlangsung terus menerus samapi tuntas, hingga datanya jenuh. Aktivitas tersebut adalah reduksi data, penyajian data dan conclusion drawing atau verification. Hasil penelitian yang diperoleh dalam penelitian ini adalah bahwa pola asuh orang tua di rumah menjadi variable yang sangat penting untuk diperhatikan persepsi anak terhadap pola asuham anak yang memiliki kontribusi besar terhadap prestasi belajar anak secara akademik maupun non-akademik. Pola asuh mempunyai peranan yang sangat penting dalam semangat dan daya juang (Adversity) anak dalam menyelesaikan permasalahan yang dihadapi, sehingga ketika dalam lingkungan sekolah. Pembentukan kepribadian anak bermula dari lingkungan keluarga dengan suntikan motivasi belajar yang terus dilakukan oleh orang tua. Karena sebenarnya anak usia dini masih butuh modeling dari orang orang tua (role model) dalam melakukan berbagai hal khususnya dalam mengikuti proses pembelajaran.

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“…Human resources are the main capital for organizations to carry out their functions (Ahlvik et al, 2016). Only organizations that can manage human resources well will be able to survive and compete in the future (Benoy & Morley, 2020). Managing human resources well will make the organization more competitive and develop (Chung et al, 2014).…”

Section: Introductionmentioning

confidence: 99%

Shared vision-based teamwork cohesiveness: catalyst for organizational commitment and organizational citizenship behavior (self congruence theory perspective)

Tawil¹,

Amiruddin²,

Rongre³

et al. 2022

JPPI

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The study reviews the important role of Shared Vision-Based Teamwork Cohesiveness (SVBTC) in bridging Organizational Commitment (OC) and Organizational Citizenship Behavior (OCB) in employees of an organization. One of the positive behaviors that are expected to grow in an organization is the presence of high OC and OCB in employees. This study confirms that employees who have good OC are not always supported by good OCB through a review of various previous studies. In this study, a catalyst in the form of Shared Vision-Based Teamwork Cohesiveness (SVBTC) is presented from the point of view of Self Congruence Theory (SCT) which is believed to strengthen the relationship between OC and OCB. Applying for a literature review, this study provides a new perspective on the factors that can increase OCB for employees in an organization.

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Out of India: Towards a conceptual framework on internationalization motives, parenting styles and human resource management practices among Indian MNE subsidiaries in Ireland

Cited by 9 publications

References 104 publications

South African MNCs’ HRM Systems and Practices at the Subsidiary Level: Insights From Subsidiaries in Nigeria

South African MNCs’ HRM Systems and Practices at the Subsidiary Level: Insights From Subsidiaries in Nigeria

Peningkatan Adversity dan Motovasi Belajar Anak Melalui Pola Asuh Orang Tua

Shared vision-based teamwork cohesiveness: catalyst for organizational commitment and organizational citizenship behavior (self congruence theory perspective)

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