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The global diffusion of human resource practices [[electronic resource] ] : institutional and cultural limits / / edited by John J. Lawler, Greg Hundley
| The global diffusion of human resource practices [[electronic resource] ] : institutional and cultural limits / / edited by John J. Lawler, Greg Hundley |
| Edizione | [1st ed.] |
| Pubbl/distr/stampa | Bingley, UK, : Emerald JAI, 2008 |
| Descrizione fisica | 1 online resource (308 p.) |
| Disciplina | 658.3 |
| Altri autori (Persone) |
LawlerJohn J
HundleyGreg |
| Collana | Advances in international management |
| Soggetto topico |
Personnel management
Management |
| Soggetto genere / forma | Electronic books. |
| ISBN |
1-280-77160-7
9786613682376 1-84950-526-8 |
| Formato | Materiale a stampa  |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | eng |
| Nota di contenuto |
Front Cover; Advances in international management; Copyright page; Contents; List of contributors; Introduction; References; Chapter 1. Competitiveness and the employment relationship in Europe: Is there a global missing link in HRM quest; Human resource management (HRM) and global competitiveness: Is there a common denominator quest; What is competitiveness quest Developing an indicator for the 21st century; Toward a competitive index based on human capital; Moving to a micro focus: What attitudes and values are associated with competitiveness quest
Competitiveness and the employment relationship Conclusions: Toward a global HRM model under the competitiveness imperative; Notes; Bibliography; Chapter 2. Multinationals and national systems of employment relations: Innovators or adapters quest; Introduction; The global - local question and its critics; Method; Findings; Discussion: The role of sector-specific conditions; Conclusion; Acknowledgments; References; Chapter 3. Two failed attempts and one success: The introduction of teamwork at SEAT-Volkswagen; Introduction; Theoretical framework; Employee representation at SEAT; Discussion Conclusions Notes; References; Chapter 4. Managing human resources in South Africa: A multinational firm focus; Introduction; Contextual background; Theoretical perspectives: human resources and multinational companies in South Africa; MNC and local firm dimensions of human resource management; Employment relations and legislative developments; Employment equity legislation and human resource practices; Broad-based Black economic empowerment (BEE) and human resource management; Managing diversity and changing managerial styles; Conclusions and implications Chapter 5. Human capital theory and practice in Russian enterprisesIntroduction; Theoretical framework; Method; Results; Discussion; References; Chapter 6. The adoption of HR strategies in a Confucian context; Confucianism and HR practices in Taiwan; HR systems in transformation; HR systems and firm performance; Methodology; Results; Notes; References; Chapter 7. Toward a model of gender diversity in the workplace in East Asia: Preliminary evidence from manufacturing industries in Taiwan; Literature review; Women in organizations in Taiwan; Research methods; Findings Discussion and implications Conclusion; References; Chapter 8. Cross-national differences in the determination of pay fairness judgments: Do cultural differences play a role quest; Introduction; Determinants of perceptions of pay fairness: The research record; Theoretical framework; Data and research method; Samples; Results; Discussion and conclusions; Notes; References; Appendix A. Instructions for pay fairness survey instrument; Appendix B. Coding scheme for pay fairness determinants; Appendix C. Items for horizontal and vertical individualism and collectivism Chapter 9. Individualism and collectivism in Lebanon: Correlations with socioeconomic factors and effects on management and human resources practices |
| Record Nr. | UNINA-9910454565803321 |
| Bingley, UK, : Emerald JAI, 2008 | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
| ||
The global diffusion of human resource practices [[electronic resource] ] : institutional and cultural limits / / edited by John J. Lawler, Greg Hundley
| The global diffusion of human resource practices [[electronic resource] ] : institutional and cultural limits / / edited by John J. Lawler, Greg Hundley |
| Edizione | [1st ed.] |
| Pubbl/distr/stampa | Bingley, UK, : Emerald JAI, 2008 |
| Descrizione fisica | 1 online resource (308 p.) |
| Disciplina | 658.3 |
| Altri autori (Persone) |
LawlerJohn J
HundleyGreg |
| Collana | Advances in international management |
| Soggetto topico |
Personnel management
Management Personnel & human resources management Business & Economics - Human Resources & Personnel Management |
| ISBN |
1-280-77160-7
9786613682376 1-84950-526-8 |
| Formato | Materiale a stampa |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | eng |
| Nota di contenuto |
Front Cover; Advances in international management; Copyright page; Contents; List of contributors; Introduction; References; Chapter 1. Competitiveness and the employment relationship in Europe: Is there a global missing link in HRM quest; Human resource management (HRM) and global competitiveness: Is there a common denominator quest; What is competitiveness quest Developing an indicator for the 21st century; Toward a competitive index based on human capital; Moving to a micro focus: What attitudes and values are associated with competitiveness quest
Competitiveness and the employment relationship Conclusions: Toward a global HRM model under the competitiveness imperative; Notes; Bibliography; Chapter 2. Multinationals and national systems of employment relations: Innovators or adapters quest; Introduction; The global - local question and its critics; Method; Findings; Discussion: The role of sector-specific conditions; Conclusion; Acknowledgments; References; Chapter 3. Two failed attempts and one success: The introduction of teamwork at SEAT-Volkswagen; Introduction; Theoretical framework; Employee representation at SEAT; Discussion Conclusions Notes; References; Chapter 4. Managing human resources in South Africa: A multinational firm focus; Introduction; Contextual background; Theoretical perspectives: human resources and multinational companies in South Africa; MNC and local firm dimensions of human resource management; Employment relations and legislative developments; Employment equity legislation and human resource practices; Broad-based Black economic empowerment (BEE) and human resource management; Managing diversity and changing managerial styles; Conclusions and implications Chapter 5. Human capital theory and practice in Russian enterprisesIntroduction; Theoretical framework; Method; Results; Discussion; References; Chapter 6. The adoption of HR strategies in a Confucian context; Confucianism and HR practices in Taiwan; HR systems in transformation; HR systems and firm performance; Methodology; Results; Notes; References; Chapter 7. Toward a model of gender diversity in the workplace in East Asia: Preliminary evidence from manufacturing industries in Taiwan; Literature review; Women in organizations in Taiwan; Research methods; Findings Discussion and implications Conclusion; References; Chapter 8. Cross-national differences in the determination of pay fairness judgments: Do cultural differences play a role quest; Introduction; Determinants of perceptions of pay fairness: The research record; Theoretical framework; Data and research method; Samples; Results; Discussion and conclusions; Notes; References; Appendix A. Instructions for pay fairness survey instrument; Appendix B. Coding scheme for pay fairness determinants; Appendix C. Items for horizontal and vertical individualism and collectivism Chapter 9. Individualism and collectivism in Lebanon: Correlations with socioeconomic factors and effects on management and human resources practices |
| Record Nr. | UNINA-9910777956903321 |
| Bingley, UK, : Emerald JAI, 2008 | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
| ||
The global diffusion of human resource practices : institutional and cultural limits / / edited by John J. Lawler, Greg Hundley
| The global diffusion of human resource practices : institutional and cultural limits / / edited by John J. Lawler, Greg Hundley |
| Edizione | [1st ed.] |
| Pubbl/distr/stampa | Bingley, UK, : Emerald JAI, 2008 |
| Descrizione fisica | 1 online resource (308 p.) |
| Disciplina | 658.3 |
| Altri autori (Persone) |
LawlerJohn J
HundleyGreg |
| Collana | Advances in international management |
| Soggetto topico |
Personnel management
Management Personnel & human resources management Business & Economics - Human Resources & Personnel Management |
| ISBN |
1-280-77160-7
9786613682376 1-84950-526-8 |
| Formato | Materiale a stampa |
| Livello bibliografico | Monografia |
| Lingua di pubblicazione | eng |
| Nota di contenuto |
Front Cover; Advances in international management; Copyright page; Contents; List of contributors; Introduction; References; Chapter 1. Competitiveness and the employment relationship in Europe: Is there a global missing link in HRM quest; Human resource management (HRM) and global competitiveness: Is there a common denominator quest; What is competitiveness quest Developing an indicator for the 21st century; Toward a competitive index based on human capital; Moving to a micro focus: What attitudes and values are associated with competitiveness quest
Competitiveness and the employment relationship Conclusions: Toward a global HRM model under the competitiveness imperative; Notes; Bibliography; Chapter 2. Multinationals and national systems of employment relations: Innovators or adapters quest; Introduction; The global - local question and its critics; Method; Findings; Discussion: The role of sector-specific conditions; Conclusion; Acknowledgments; References; Chapter 3. Two failed attempts and one success: The introduction of teamwork at SEAT-Volkswagen; Introduction; Theoretical framework; Employee representation at SEAT; Discussion Conclusions Notes; References; Chapter 4. Managing human resources in South Africa: A multinational firm focus; Introduction; Contextual background; Theoretical perspectives: human resources and multinational companies in South Africa; MNC and local firm dimensions of human resource management; Employment relations and legislative developments; Employment equity legislation and human resource practices; Broad-based Black economic empowerment (BEE) and human resource management; Managing diversity and changing managerial styles; Conclusions and implications Chapter 5. Human capital theory and practice in Russian enterprisesIntroduction; Theoretical framework; Method; Results; Discussion; References; Chapter 6. The adoption of HR strategies in a Confucian context; Confucianism and HR practices in Taiwan; HR systems in transformation; HR systems and firm performance; Methodology; Results; Notes; References; Chapter 7. Toward a model of gender diversity in the workplace in East Asia: Preliminary evidence from manufacturing industries in Taiwan; Literature review; Women in organizations in Taiwan; Research methods; Findings Discussion and implications Conclusion; References; Chapter 8. Cross-national differences in the determination of pay fairness judgments: Do cultural differences play a role quest; Introduction; Determinants of perceptions of pay fairness: The research record; Theoretical framework; Data and research method; Samples; Results; Discussion and conclusions; Notes; References; Appendix A. Instructions for pay fairness survey instrument; Appendix B. Coding scheme for pay fairness determinants; Appendix C. Items for horizontal and vertical individualism and collectivism Chapter 9. Individualism and collectivism in Lebanon: Correlations with socioeconomic factors and effects on management and human resources practices |
| Record Nr. | UNINA-9910809279403321 |
| Bingley, UK, : Emerald JAI, 2008 | ||
| Materiale a stampa | ||
| Lo trovi qui: Univ. Federico II | ||
| ||