Five star hotels of a Multinational Enterprise in countries of the transitional periphery: A case study in human resources management

The paper examines the application of human resource management (HRM) practices by a Multinational Enterprise (MNE) whose operations extend from unexplored post-Soviet countries’ transitional periphery economies to advanced economies. By involving hotels of a global luxury US chain in Azerbaijan (Caucasus) and Kyrgyzstan (Central Asia), this in-depth case study focuses on the labour-intensive hospitality industry which, although being relatively neglected by mainstream research, is among the first movers in new markets through the setting of business infrastructure and then leisure tourism. Through Whitley's dimensions of employer–employee interdependence and employee delegation, comparisons highlighted few differences between properties operating in the particular transitional periphery economies and those in a developed country (Germany) owned by the same chain. On the basis of corroboration obtained through a multiple case study methodology, dissimilarities identified were in terms of the flexibility of employment, outsourcing and dismissal procedures; however, despite socio-economic differences across nations, it is argued that luxury hospitality MNEs are able to maintain an overall uniform implementation of HRM policies and practices regardless of locale through a “geocentric” approach as illustrated by Perlmutter (1969) in his seminal work

The Impact of Country-of-Origin, Ethnocentrism and Animosity on Product Evaluation: Evidence from Romania

Purpose: The aim of the research is to identify whether product country image influences consumption patterns and purchase decisions of Romanian consumers, as well as to identify stereotypes regarding foreign products. Furthermore, the study aims to provide clear evidence regarding Romanian consumers’ ethnocentric tendencies and the countries towards which they exhibit animosity feelings. Research Methodology/Approach: Quantitative data collection method applied on Romanian consumers, with a sample consisting of 150 respondents, living in Bucharest, answering a tested self-administered questionnaire based on the CETSCALE. Findings: The results of the research show that country of origin impacts product evaluation, with a significantly high difference between domestic products (Romania) and those from three foreign countries (Russia, Hungary and South Korea). The results suggest that the level of consumer ethnocentrism is low among Romanians, but they do exhibit certain animosity tendencies towards Russia and Hungary with substantive demographic differences identified. Originality/value: The research is the first of its kind conducted among Romanians, adding knowledge to the country-of-origin topic, as well as regarding consumer ethnocentrism and animosity issues. Practical implications: This research is of interest to those looking to export to Romania. It provides clear insight regarding the Romanian consumers’ perceptions regarding foreign products, their ethnocentric tendencies and the potential animosity feelings that they are exhibiting. Furthermore, it offers an useful tool for market segmentation. Keywords: international business, consumer behaviour, country-of-origin, ethnocentrism, animosity

Varieties of crisis and working conditions: A comparative study between Greece and Serbia

We explore two historically different, yet regionally connected, countries and the way that their weak institutional foundations and long-term economic turbulence have made them unable to overcome crises, leading to the institutionalisation of adverse working conditions. We focus on the outcomes of the systemic crisis in Greece and the transition crisis in Serbia using semi-structured interviews and focus groups with managers and employees in small and medium-sized enterprises (SMEs) in two time periods. We argue that, although the crisis has different origins in the two countries, in both it has led to adverse working conditions becoming institutionalised in organisations and, therefore, less likely to change. Our research explores the institutionalisation of adverse working conditions and offers an understanding of the lived reality of institutions in the way they are experienced by individuals, examining variations in the origins, pressures and outcomes of different types of crises on business practices from an individual perspective

Exploring the Greek national business system: Towards a modernization agenda

Purpose: This paper seeks to explore the Greek National Business System (NBS) in terms of management practices, organizational culture and public administration. Moreover, the need for modernization is analyzed with focus on total quality management (TQM) as the major issue on this agenda. Design/methodology/approach: This study utilizes a critical literature review approach to draw together and conceptualize the modernization agenda of the Greek NBS. Findings: This paper supports the idea that there is a need to put promising management practices into the context of the Greek national business system and to study not only the market situation, the industrial relations history and the HR practices used, but also how these practices are understood and used by managers and employees who work in different employment sectors. Practical implications: The findings of this study may have a broader impact as Greece attempts to redefine itself as a hub for South‐East Europe. Originality/value: Since most academic studies concerning the application of promising management strategies like TQM have been conducted in Anglo‐Saxon countries, there is a need to remove the blinkers and explore these management initiatives in the context of other than Anglo‐Saxon NBSs.</p

Development of a measure to assess organizational change

Discusses the use of the act frequency approach methodology to develop and validate a measure of organizational support of revolutionary change. A total of nine unique behaviors, describing three constructs, were viewed by employees as supportive of revolutionary change; and 12 unique behaviors, describing two constructs, were perceived as being non-supportive of revolutionary change. The measures developed were found to have high internal reliability. The measures were also found to be highly correlated with relevant individual and organizational outcome measures. These results provide empirical support for the idea that how an organization supports revolutionary change can have an impact on both the organization and its employees and that contextual variable may not influence perceptions

Work organization, human resource management and the economic crisis

This chapter examines the impact of ‘crisis’ on individuals and organizations in general and Human Resources Management (HRM) in particular. We examine the nature of the economic crisis that began in 2008, and consider its impact on HRM. We analyse the impact of the crisis on employees through various different elements of their contracts and suggest that crises emphasise the difficult role that HRM has to play – emphasising the need for cost-savings and even cutting staff whilst at the same time attempting to consider the effect on staff and to ameliorate the worst impacts. We argue that paradoxically, retaining a balanced approach to the contradictory forces may be in the long-term interests of the organization, the employees and the HRM function.</p

Introducing employment relations in South Eastern Europe

Purpose: The purpose of this paper is to introduce the employment relations context in South Eastern Europe from a variety of capitalism perspectives. Particular attention is accorded to the uneven nature of change at both the levels of institutions and practice. This is followed by a review of the individual papers that make up this special issue. Design/methodology/approach: This paper is primarily a theoretical one, providing a review of the papers that make up this special issue and giving an overview of the foundation being provided. Findings: While the term “transitional” has often been deployed to describe employment relations across the region, the process has been an extremely protracted one. There is little doubt that the nature and form of employment relations in the countries encompassed in this review is still coalescing, with further ruptures likely as a result of the 2009 depression. At the same time, the papers in this special issue point to long‐standing continuities with employment. Research limitations/implications: While the papers that make up this special issue may present the most recent research in the region, they also point to future areas for research. First, there is particularly little research that has been undertaken on peripheral areas of a generally peripheral region. Not only do we know very little about, say, Albanian employment relations, but we know little about employment relations in peripheral areas of large countries such as Turkey. Second, the 2009 depression is likely to accelerate trends to downsizing and insecure work, in the short term at least. Finally, there is a growing consensus that a sustainable economic recovery from the current crisis will depend, at least in part, on new social compromises both globally and regionally. Practical implications: Employment relations in the region are undergoing an extended transition. In the short term, the most likely trend will be towards a further weakening of the bargaining position of employees, and towards more insecure working. However, a sustained recovery is likely to see a reversal of this, with employers being more likely to be forced to contemplate new social compromises. Originality/value: This study applies the comparative capitalism literature to the South Eastern European region context. It also introduces some of the most recent applied research in the region.</p