Abstract
Research in e-HRM appears to purport that e-HRM practices are diffused and adopted uniformly in the subsidiaries of multinational corporations (MNC). This paper argues that the transmission e-HRM practices, like the diffusion of other HRM practices, is subject to a multitude of institutional factors. This paper also proposes institutional theory as a macro theoretical research paradigm for e-HRM research. Based upon an analysis of interview data garnered in the German and Irish subsidiaries of a single US MNC, a palpable divergence in e-HRM practices could be discerned. Moreover, this research identifies a number of forces for standardisation and isomorphic pressures in the institutional environment of the MNC.
| Original language | English |
|---|---|
| Pages (from-to) | 289-306 |
| Number of pages | 18 |
| Journal | CEUR Workshop Proceedings |
| Volume | 570 |
| Publication status | Published - 2010 |
| Event | 3rd European Academic Workshop on Electronic Human Resource Management 2010, eHRM 2010 - Bamberg, Germany Duration: 20 May 2010 → 21 May 2010 |
Keywords
- E-HRM
- Germany
- Institutional factors
- Institutionalist theory
- International HRM
- Ireland