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[연구]GOING ABROAD: HR POLICIES, NATIONAL IR SYSTEMS, AND UNION ACTIVITY IN FOREIGN SUBSIDIARIES OF U.S. M
2013.10.01 Views 920 경영학연구분석센터
ILR Review
Vol. 66, No. 5, October 2013, pp. 1149-1171
JOHN J. LAWLER, PO- CHIEN CHANG, WOONKI HONG,
SHYH- JER CHEN, PEI- CHUAN WU, AND JOHNGSEOK BAE*
http://journals.sagepub.com/doi/pdf/10.1177/001979391306600506
Abstract
Previous research is limited regarding the effects of the HR policies of foreign subsidiaries of U.S. multinational companies on union activity. An important topic is the extent to which multinationals employ practices that can be used to reduce unionization in parent company domestic operations and whether they have the same effect in foreign subsidiaries. In this study, the authors examine the effects of a subsidiary’s mplementation of high- performance work systems, its greenfield site status, and its usage of contract or temporary workers on union activity within the subsidiary. Results from a survey of a number of geographically dispersed foreign subsidiaries of U.S.- based multinationals show that greenfield site status has a strong, negative effect on subsidiary union activity, hereas highperformance work systems have a more modest, negative effect. The authors also show that national IR system characteristics moderate the effect of HR policies, especially if enterprise unionism plays a dominant role in the host country.
Vol. 66, No. 5, October 2013, pp. 1149-1171
JOHN J. LAWLER, PO- CHIEN CHANG, WOONKI HONG,
SHYH- JER CHEN, PEI- CHUAN WU, AND JOHNGSEOK BAE*
http://journals.sagepub.com/doi/pdf/10.1177/001979391306600506
Abstract
Previous research is limited regarding the effects of the HR policies of foreign subsidiaries of U.S. multinational companies on union activity. An important topic is the extent to which multinationals employ practices that can be used to reduce unionization in parent company domestic operations and whether they have the same effect in foreign subsidiaries. In this study, the authors examine the effects of a subsidiary’s mplementation of high- performance work systems, its greenfield site status, and its usage of contract or temporary workers on union activity within the subsidiary. Results from a survey of a number of geographically dispersed foreign subsidiaries of U.S.- based multinationals show that greenfield site status has a strong, negative effect on subsidiary union activity, hereas highperformance work systems have a more modest, negative effect. The authors also show that national IR system characteristics moderate the effect of HR policies, especially if enterprise unionism plays a dominant role in the host country.