Privatization and Employment Relations in Africa: The Case of Mozambique

Dibben, Pauline; Wood, Geoffrey

doi:10.1057/9781137337177_4

Cited by 3 publications

(1 citation statement)

References 32 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Within this context, firms become more active in recruiting and retaining executives, professionals and skilled technical workers through salary incentives (Horwitz 2013a) and increase their investment in training and development (Wood et al 2011;Mamman 2012, 2013;Gomes et al 2012Gomes et al , 2013Amah and Ahiauzu 2013;Dibbens and Wood 2013;Kamoche and Newenham-Kahindi 2013). Yet, despite these improvements and the implementation of a range of supportive state policies, skill development has been slow to respond to the economic and social development needs of these countries (Horwitz and Jain 2011).…”

Section: The African Contextmentioning

confidence: 99%

A comparison of international HRM practices by Indian and European MNEs: evidence from Africa

Gomes

Sahadev

Glaister

et al. 2014

The International Journal of Human Resource Management

View full text Add to dashboard Cite

By comparing the HRM practices in Indian and European MNE subsidiaries located in four of the Southern African Development Community countries, this paper tests the relevance of the country of origin effect and analyses the strength of institutional and firm level influences. Examining data from 865 MNE subsidiaries obtained from the World Bank enterprise survey data, the paper finds that Indian MNEs have higher labour costs in relation to total sales than their European counterparts, that Indian MNEs make more use of temporary labour than their European counterparts, that Indian MNEs invest in less training than their European counterparts. No support is found for the hypothesis that Indian MNEs have a lower ratio of skilled workers in comparison to European-owned subsidiaries. The study shows that country of origin effects are weakened if they are not consistent with host country ideology and that as economies evolve so too do their expectations of HR policy and practices.3

show abstract

Section: The African Contextmentioning

confidence: 99%

A comparison of international HRM practices by Indian and European MNEs: evidence from Africa

Gomes

Sahadev

Glaister

et al. 2014

The International Journal of Human Resource Management

View full text Add to dashboard Cite

show abstract

Human Resource Management in the African Context

Horwitz

Ronnie

2021

The Oxford Handbook of Contextual Approaches to Human Resource Management

View full text Add to dashboard Cite

This chapter provides a critical overview of the evolving human resource management (HRM) research context, labor market developments, insights regarding cross-cultural diversity, human resource practices, issues pertaining to the efficacy of adoption of Western and East Asian international HRM, and employment relations in African countries. Given the influence of multinational corporations on the diffusion and development of HRM in African countries, issues pertaining to their influence are critically evaluated. Even with the increasing focus on the Chinese–African HRM nexus, studies on African management or HRM are often country specific, occasionally comparative, and variously suggest that HRM practices follow the convergence perspective, “cross-convergence” perspective, or divergence perspectives. There are still unexplored issues relating to African management or HRM, and new findings could reshape the research agenda, HRM policy, and practice. Though often country or regionally focused, there is evidence of increasing research on HRM issues and mergers and acquisitions, impacts of privatization on HRM, knowledge appropriation, emerging market multinational corporation HRM policy and practice, diversity and cross-cultural management, HIV/AIDS policy implementation issues, sustainable development and corporate social responsibility, and impacts of the institutional and regulatory environment on HRM and employment relations.

show abstract

Presiones en contra y a favor de la formalización. Regulación y empleo informal en Mozambique

Dibben

Wood

Williams

2015

Revista Int Trabajo

Self Cite

View full text Add to dashboard Cite

Resumen La economía informal representa la mayor parte del empleo en muchas economías emergentes. Según la teoría de la regulación, toda actividad económica se regula por un complejo engranaje de mecanismos formales e informales. A partir del caso de Mozambique, este artículo explora las presiones a favor y en contra de la formalización y las formas que puede tomar la regulación, sobre la base de una investigación cualitativa consistente en entrevistas en profundidad a personal directivo y observaciones. Los resultados revelan la ambivalencia del Estado al respecto, con actuaciones «progresistas», centradas en la modernización de normativas e instituciones, y otras «conservadoras» que inhiben el proceso de formalización.

show abstract

Privatization and Employment Relations in Africa: The Case of Mozambique

Cited by 3 publications

References 32 publications

A comparison of international HRM practices by Indian and European MNEs: evidence from Africa

A comparison of international HRM practices by Indian and European MNEs: evidence from Africa

Human Resource Management in the African Context

Presiones en contra y a favor de la formalización. Regulación y empleo informal en Mozambique

Contact Info

Product

Resources

About