The Relationship Between Financial Participation and Other Forms of Employee Participation : New Survey Evidence from Europe

Item does not contain fulltextXIIth Conf. IAFEP, 8 juli 200422 p

The effects of market economy and foreign MNE subsidiaries on the convergence and divergence of HRM

This study explores patterns of human resource management (HRM) practices across market economies, and between indigenous firms and foreign MNE subsidiary operations, offering a novel perspective on convergence and divergence. Applying institutional theorizing to improve our understanding of convergence/ divergence as a process and an outcome, data collected from nine countries at three points in time over a decade confirm that convergence and divergence occur to different extents in a non-linear fashion, and vary depending on the area of HRM practice observed. Patterns of adoption and convergence/ divergence are explained through the effect of institutional constraints, which vary between liberal and coordinated market economies, and between indigenous firms and foreign MNE subsidiaries. The study contributes a more graded conceptualization of convergence/ divergence, which reflects the complex dynamic reality of international business

The Relationship between Financial Participation and Other Forms of Employee Participation: New Survey Evidence from Europe

Contains fulltext : 46989.pdf (publisher's version ) (Closed access)32 p

Bargaining regimes, variable pay and financial participation: some survey evidence on pay determination

Contains fulltext : 110365.pdf (publisher's version ) (Closed access)17 p

Employee participation in employee stock ownership plans: Cross-level interaction effects of institutions and workgroup behavior

In this multilevel study, the authors investigate the influence of country-level formal institutions and workgroup behavior on foreign subsidiary employees' participation in employee stock ownership plans (ESOPs). Based on the perspectives of bounded rationality, transaction cost theory, and psychological ownership, the authors argue that weak formal institutions restrain multinational enterprises from effectively implementing ESOPs due to reduced employee participation. However, the authors expect that workgroup behaviormore specifically, the participation of the workgroup's members and superiors in ESOPshas a positive influence on employees' ESOP participation. Furthermore, the authors analyze whether cross-level effects of institutions and workgroup behavior function as substitutes or complements. They empirically examine the ESOP participation of 185,291 foreign subsidiary employees in 28 countries. The results confirm the hypotheses about direct effects of weak institutions and workgroup behavior and additionally provide support for a complementary relationship between institutions and workgroup behavior