Globalization

[Excerpt] While the chapters in the previous section examined employment relations in different national contexts, in this chapter we focus on employment relations in the international or global context. We begin by outlining different perspectives on globalization and examine how globalization has evolved over time. Based on this discussion, we provide a definition of globalization which best accounts for contemporary patterns of global interdependence. We then provide a brief overview of the arguments for and against globalization and discuss the implications that economic globalization presents for employment relations

Unions, Associations and Twenty-First Century Professionals

[Excerpt] Unions that represent professional and technical workers are at a critical juncture in their evolution. On the one hand, there is tremendous opportunity; disproportionate employment growth can be expected for professional and technical occupations in health care, education, science and technology, performing arts, media and communication. On the other hand, there are clear challenges. Professional labor markets and the contemporary workplace are being reconfigured by neoliberal economic policies, technological change, and the spread of contingent employment arrangements. Twenty-first century professional workers will respond positively to unions only if they see organizations that are agile enough to adapt to the workers\u27 own shifting concerns

Understanding Human Resource Practices and Outcomes in Franchise Businesses

Franchise businesses are an essential and growing part of the U.S. economy, accounting for nearly 800,000 establishments, 9 million jobs, and $800 billion in output annually. The importance of franchising is particularly evident in hospitality. Hotel and restaurant companies often use franchising to expand faster than would be possible through company ownership alone. Today, food and hospitality account for 65% of employment in franchise businesses. However, we know very little about human resource management in franchises. This is noteworthy because a large body of empirical research has shown that investments in human resource (HR) practices such as employee selection, training, compensation, internal promotions, and employee discretion improve organizational performance including outcomes such as employee turnover, sales, and customer satisfaction

Similar, But Different? Ownership Form, Human Resource Management, And Performance In Franchise Businesses

This dissertation is organized as a three paper thesis on the effects of ownership structure on human resource systems and outcomes in franchise businesses. Using qualitative field research and quantitative establishment-level survey and matched performance data from a large hotel company, I examine how and why differences between franchise and company forms of ownership shape: 1) the management of human resource systems across ownership forms, paying particular attention to the role of intra- and inter-firm relationships between franchisors and their units; 2) the specific human resource practices adopted across franchise and company operations; and 3) the relationship between human resource practices, and employee and organizational outcomes across ownership forms. I find significant differences in the management and types of human resource systems adopted across franchise and company forms of ownership. I also find that differences in human resource systems across ownership forms influence employee organizational citizenship behaviors and customer satisfaction, but ownership form also has independent and offsetting effects on both of these outcomes. The results suggest that while franchise and company operations are in many ways similar, their human resource systems and performance outcomes are different

Unions, Associations and Twenty-First Century Professionals

[Excerpt] Unions that represent professional and technical workers are at a critical juncture in their evolution. On the one hand, there is tremendous opportunity; disproportionate employment growth can be expected for professional and technical occupations in health care, education, science and technology, performing arts, media and communication. On the other hand, there are clear challenges. Professional labor markets and the contemporary workplace are being reconfigured by neoliberal economic policies, technological change, and the spread of contingent employment arrangements. Twenty-first century professional workers will respond positively to unions only if they see organizations that are agile enough to adapt to the workers' own shifting concerns.Hurd31_unions_associations.pdf: 2219 downloads, before Oct. 1, 2020

Business ecosystem research agenda: more dynamic, more embedded, and more internationalized

We explore the emerging body of research focusing on business ecosystems (BEs). The study of inter-organizational relationships has evolved from a focus at the level of firm, to the supply chain, the platform, and now towards the BE. The co-evolution of inter-related organizations is an essential element of BE research, rather than static structure. The success of leading internet companies in Asia, such as Alibaba in China, Naver in South Korea, Baharti Airtel in India, and Rakuten in Japan, reflects their strategies and practices of leveraging BEs within a fast-changing age. In order to better understand the mechanisms of BEs, in particular within the Asian context, we propose three key research directions within BEs, including dynamics, embeddedness and internationalization