標(biāo)題: Titlebook: Employee Relations in Foreign-Owned Subsidiaries; German Multinational Heinz-Josef Tüselmann,Frank McDonald,Svitlana Voro Book 2007 Palgrav [打印本頁] 作者: ARRAY 時(shí)間: 2025-3-21 18:00
書目名稱Employee Relations in Foreign-Owned Subsidiaries影響因子(影響力)
書目名稱Employee Relations in Foreign-Owned Subsidiaries影響因子(影響力)學(xué)科排名
書目名稱Employee Relations in Foreign-Owned Subsidiaries網(wǎng)絡(luò)公開度
書目名稱Employee Relations in Foreign-Owned Subsidiaries網(wǎng)絡(luò)公開度學(xué)科排名
書目名稱Employee Relations in Foreign-Owned Subsidiaries被引頻次
書目名稱Employee Relations in Foreign-Owned Subsidiaries被引頻次學(xué)科排名
書目名稱Employee Relations in Foreign-Owned Subsidiaries年度引用
書目名稱Employee Relations in Foreign-Owned Subsidiaries年度引用學(xué)科排名
書目名稱Employee Relations in Foreign-Owned Subsidiaries讀者反饋
書目名稱Employee Relations in Foreign-Owned Subsidiaries讀者反饋學(xué)科排名
作者: Cerebrovascular 時(shí)間: 2025-3-21 23:41 作者: 軍械庫 時(shí)間: 2025-3-22 02:17
Employee Relations in Multinational Companies,s when a company from one country establishes a subsidiary in another with a different ER infrastructure. In short, do the subsidiaries conform to the prevailing institutional logic of the host country or do the investing firms attempt to ‘export’ some of their home-country ER practices to their sub作者: 高興一回 時(shí)間: 2025-3-22 06:00 作者: Chandelier 時(shí)間: 2025-3-22 11:20
Voice in Employee Relations Systems,e discrete strands of the relevant literatures. There has been little attempt to integrate systematically the HRM strand of the performance literature, which is centred predominantly on the level of the individual employee, and the IR strand, which is mainly concerned with the effect of collective s作者: HEW 時(shí)間: 2025-3-22 13:59
Data and Methodology,the unit of analysis is the establishment. The study design ensured that many of the limitations and shortcomings in the existing stock of empirical work, as identified in the literature review (see Chapters 3 and 4), were redressed. Additionally, a survey of a sample of US subsidiaries was conducte作者: HEW 時(shí)間: 2025-3-22 20:38 作者: 無法解釋 時(shí)間: 2025-3-22 23:56
Voice Mechanisms and Performance, chapter. It was noted that these patterns emerge from the interplay between home-country, host-country and dominance effects. The ER-subsidiary performance links are analysed in a three-stage process. In the first step, the performance associations of individual ER practices and institutional arran作者: 小口啜飲 時(shí)間: 2025-3-23 05:20 作者: 親愛 時(shí)間: 2025-3-23 05:54 作者: TRUST 時(shí)間: 2025-3-23 10:49
institutional system for employee relations in the UK to escape the heavily regulated system in Germany? The authors explore best practice approaches common to the best performing subsidiaries.978-1-349-28284-5978-0-230-59200-1作者: Itinerant 時(shí)間: 2025-3-23 14:52
https://doi.org/10.1007/978-3-322-80794-6ork, as identified in the literature review (see Chapters 3 and 4), were redressed. Additionally, a survey of a sample of US subsidiaries was conducted to allow for a comparative analysis of ER systems. The particularities of this background study are discussed in the final section of this chapter.作者: Anguish 時(shí)間: 2025-3-23 20:32
Aristoteles und der Aristotelismusst in the institutional environments in which firms operate. These environments include the labour-market system (Coates, 2000; Hall and Soskice, 2001; Whitley, 1999). At the policy level, there have, in recent years, been many calls for far-reaching reforms of more regulated economies, such as Germ作者: 整潔 時(shí)間: 2025-3-23 22:32 作者: 膠狀 時(shí)間: 2025-3-24 04:24
https://doi.org/10.1007/978-3-658-15928-3s when a company from one country establishes a subsidiary in another with a different ER infrastructure. In short, do the subsidiaries conform to the prevailing institutional logic of the host country or do the investing firms attempt to ‘export’ some of their home-country ER practices to their sub作者: 主動(dòng) 時(shí)間: 2025-3-24 06:30
Plural Policing in the Global Northn that for indigenous firms. The preceding chapter has shown that ER patterns in MNCs’ international operations will be the outcome of a complex interaction between home-country, host-country and dominance effects. In turn, the results of this interplay — that is, the actual ER approaches adopted in作者: Acupressure 時(shí)間: 2025-3-24 10:40
Recovering Sovereignty in Louis Owens’s e discrete strands of the relevant literatures. There has been little attempt to integrate systematically the HRM strand of the performance literature, which is centred predominantly on the level of the individual employee, and the IR strand, which is mainly concerned with the effect of collective s作者: 賞錢 時(shí)間: 2025-3-24 16:54 作者: 運(yùn)動(dòng)性 時(shí)間: 2025-3-24 21:02
https://doi.org/10.1007/978-3-658-20079-4tive form. For ease of presentation, this summary table of the regression analyses reports only the signs of the coefficients and the significance level of the nationality variable. The value of the coefficients and the z-statistics are reported in Appendix Table A.3. The control variables used in t作者: 厚臉皮 時(shí)間: 2025-3-25 00:05
https://doi.org/10.1007/978-981-10-1121-4 chapter. It was noted that these patterns emerge from the interplay between home-country, host-country and dominance effects. The ER-subsidiary performance links are analysed in a three-stage process. In the first step, the performance associations of individual ER practices and institutional arran作者: relieve 時(shí)間: 2025-3-25 03:54 作者: Fecundity 時(shí)間: 2025-3-25 09:23 作者: 首創(chuàng)精神 時(shí)間: 2025-3-25 12:54
institutional system for employee relations in the UK to escape the heavily regulated system in Germany? The authors explore best practice approaches common to the best performing subsidiaries.978-1-349-28284-5978-0-230-59200-1作者: Bucket 時(shí)間: 2025-3-25 17:43 作者: 相一致 時(shí)間: 2025-3-25 21:12
https://doi.org/10.1057/9780230592001environment; Germany; multinational corporation; performance; research作者: myalgia 時(shí)間: 2025-3-26 02:27 作者: 愛好 時(shí)間: 2025-3-26 07:08
Aristoteles und der Aristotelismusence in the structures of national economies — from social security to industrial relations systems. This process of convergence is said to be driven by a performance-induced imperative and is argued to lead to the adoption of a global best-practice model. This best-practice model is frequently rega作者: dura-mater 時(shí)間: 2025-3-26 11:12 作者: explicit 時(shí)間: 2025-3-26 14:41 作者: 使迷醉 時(shí)間: 2025-3-26 19:55
Plural Policing in the Global Northubbed best practice) on firm performance. More specifically, it is necessary to examine the literature relating to trade unions, JCCs, works councils, high-involvement systems (HISs) and partnership models. This examination will be located within the framework set out in Chapter 5. In this framework作者: wreathe 時(shí)間: 2025-3-26 21:06 作者: 相反放置 時(shí)間: 2025-3-27 01:38 作者: Trigger-Point 時(shí)間: 2025-3-27 08:57 作者: 表主動(dòng) 時(shí)間: 2025-3-27 11:26
Formal Justice as a Common Language, after the United States, the second most important host location for German FDI, this study highlights the general ER preferences of a large percentage of the subsidiaries of German MNCs and also examines the subsequent performance outcomes. The findings from the study reveal important evidence on 作者: PET-scan 時(shí)間: 2025-3-27 17:23 作者: cavity 時(shí)間: 2025-3-27 21:43
Overview of Employee Relations in Germany and the United Kingdom, great deal of attention within the HRM literature (Pfeffer, 1994), they tend to be downplayed within that on the varieties of national capitalisms (Allen, 2006). One possible reason for this is that direct involvement systems do not rely overtly on legislation for their establishment. The omission 作者: 松緊帶 時(shí)間: 2025-3-28 00:40
Employee Relations in Multinational Companies,ce model. Convergence towards best practice should lead to the adoption of ‘global best practice’ ER systems in MNCS. If country-of-origin effects are dominant over global best practice effects, ER systems in foreign-owned subsidiaries are likely to display complex interactions between national inst作者: TSH582 時(shí)間: 2025-3-28 04:01
Firm Performance and Employee Relations,ubbed best practice) on firm performance. More specifically, it is necessary to examine the literature relating to trade unions, JCCs, works councils, high-involvement systems (HISs) and partnership models. This examination will be located within the framework set out in Chapter 5. In this framework作者: 聰明 時(shí)間: 2025-3-28 07:19
Voice in Employee Relations Systems,the HRM and IR literature in recent years (Benson, 2000; Dundon et al., 2004; Roche, 2000). There is a broad consensus on the forms and functions of voice (McCabe and Lewin, 1992; Millward, Bryson and Forth, 2000; cf. Gollan, 2001). Building on this consensus, which can be traced back to Hirschman (作者: erythema 時(shí)間: 2025-3-28 14:18 作者: 恩惠 時(shí)間: 2025-3-28 16:54 作者: Radiculopathy 時(shí)間: 2025-3-28 20:35
Conclusions and Policy Implications, after the United States, the second most important host location for German FDI, this study highlights the general ER preferences of a large percentage of the subsidiaries of German MNCs and also examines the subsequent performance outcomes. The findings from the study reveal important evidence on 作者: Influx 時(shí)間: 2025-3-28 22:57
Heinz-Josef Tüselmann,Frank McDonald,Svitlana Voro作者: 繼承人 時(shí)間: 2025-3-29 04:31 作者: Endearing 時(shí)間: 2025-3-29 08:55
https://doi.org/10.1007/978-3-8348-8628-62; Hauptsatz; Energieenthaltung; Energieentwertung; Entropieproduktion; W?rmeübergang
