This chapter brings a comparative and institutional perspective to the emergent concept of Sustainable HRM, which links corporate social responsibility (CSR) and human resource management (HRM). Sustainable HRM is defined as the adoption of HRM strategies and practices that enable the achievement of financial, social, and ecological goals, with an impact inside and outside of the organisation and over a long-term time horizon while controlling for unintended side effects and negative feedback. The authors suggest that there may not be a universal version of sustainable HRM, but that different national institutional environments lead to the emergence of different models. Some of these are more conducive to develop sustainability in HRM, whereas others mean that it is more challenging for the HRM function to achieve environmental, social, and human sustainability.
Ina Aust, Michael Muller-Camen and Erik Poutsma
Peter Boxall, Hugh Bainbridge and Stephen Frenkel
This chapter compares and contrasts human resource management (HRM) models in Australia and New Zealand, discussing how despite both being liberal market economies, the differences between the countries in size (geographically and economically) result in variance in HRM practice. In particular, the review emphasises the importance of small business and informal characteristics of HRM in New Zealand, compared to the typically larger Australian organisations.
Anabella Davila and Marta M. Elvira
This chapter identifies the key (silent) stakeholders involved in employment relationships, determining how human resource management (HRM) systems have been configured. The authors develop arguments supporting the three pillars on which this stakeholder HRM model is built. They also present a systematic analysis of ten Latin American multinational corporations’ annual and sustainability reports to identify how organisations promote employee involvement with the local community, and the HRM practices that link employees with their proximal community to foster social inclusion.
Elaine Farndale, Irene Nikandrou and Leda Panayotopoulou
This chapter highlights commonalities within nations, but differences between nations, to present a cross-national comparison of recruitment and selection practices. The authors examine how these practices relate to, interact with, and are influenced by the national institutional and cultural context. The chapter reflects on recruitment and selection practice variation between nations.
This chapter explores comparative and international human resource management (HRM) traditions associated with psychological contract research. Emphasis is placed on comparing a micro-individual level approach to understanding psychological contracts with a macro-national level approach, making a strong case for cultural embeddedness.
Lonnie Golden, Stephen Sweet and Heejung Chung
This chapter explores flexible work schedule practices as they vary among individuals, organisations, and nations, and explains reasons for the observed variations. The authors argue that depending on the metric used, flexibility can be seen as widely available, or as seriously constrained or limited. They also consider the connection between flexible working and work_family harmonisation. Concluding, the chapter notes that, particularly among European nations, the industrial relations context, such as collective bargaining institutions, and the prevalence of service and public sectors, influence the diffusion of working time flexibility practices across organisations and countries.
Julia Brandl, Anna Bos-Nehles and Ina Aust
This chapter presents a state-of the art review of research on cross-national variation in organising human resource management (HRM) work based on open systems theorising of organisations. The authors suggest that practical efforts for organising HRM are based on three alternative models (classic, neo-classic, and modern), and identify the major theoretical traditions that have guided research in this field. Based on the inclusion of empirical studies, the chapter includes a new section on research in the tradition of new institutional theory as well as key issues and future research directions.
Ingo Weller and Barry Gerhart
This chapter discusses methodological challenges in doing empirical quantitative research on HRM and effectiveness in the field of comparative human resource management (HRM). In particular, attention is paid to the challenges of adopting an appropriate level of analysis and of inferring causality in studying the HRM_effectiveness link. The authors provide examples of how to handle methodological problems when working with quantitative data, including advice on fixed-effects models and conducting quasi-experiments in comparative HRM studies.
Elaine Farndale, Wolfgang Mayrhofer and Chris Brewster
The subject of comparative human resource management (HRM) and its boundaries are established, discussing the role of context in HRM. The question is then raised whether globalisation is making such an analysis increasingly irrelevant as societies seem to converge. To investigate convergence further, the chapter explores levels and units of analysis of comparative HRM. The chapter also outlines the shape and content of the Handbook, which includes theoretical and empirical issues in comparative HRM, the way that these affect particular elements of HRM, and the way that different countries and regions think about the topic.
Philippe Debroux, Wes Harry, Shigeaki Hayashi, Heh Jason Huang, Keith Jackson and Toru Kiyomiya
This chapter explores human resource management (HRM) in three countries that share common geographic (East Asia) and economic (embracing capitalism) features, despite considerable differences in their ethnic and cultural make-up. The chapter presents reviews of each country’s typical approach to HRM explained by the increasingly (financially and politically) challenging contextual settings, including a new discussion on workplace diversity (and discrimination) management.