000130200 001__ 130200
000130200 005__ 20241125101144.0
000130200 0247_ $$2doi$$a10.1080/09585192.2023.2254207
000130200 0248_ $$2sideral$$a135170
000130200 037__ $$aART-2023-135170
000130200 041__ $$aeng
000130200 100__ $$0(orcid)0000-0002-4941-2028$$aBretos, Ignacio$$uUniversidad de Zaragoza
000130200 245__ $$aThe politics of selective and differential transfer of HRM practices in employee-owned MNCs: evidence from an emblematic European worker co-op
000130200 260__ $$c2023
000130200 5060_ $$aAccess copy available to the general public$$fUnrestricted
000130200 5203_ $$aThis paper examines the cross-national transfer of HRM practices at Up Group, an emblematic French multinational worker co-op. Our findings reveal that stakeholder pressure to disseminate the co-op’s core HRM practices to its foreign subsidiaries triggered two key strategic responses from the HQ member-owners: transfer circumvention and ceremonial transfer. Therefore, our study provides new insights into the political and contested nature of practice transfer by elucidating how MNCs actively engage in the selective and differential transfer of some of their core HRM practices to protect the HQ actors’ interests and preserve their position of power vis-à-vis the subsidiaries. In addition, our fine-grained analysis of the ceremonially transferred practices contributes to the literature on practice variation during diffusion processes in MNCs. Finally, by examining the challenges of the cross-national management of people in multinational worker co-ops, an increasingly important global player, this study addresses critical management scholars’ calls to broaden the horizons of IHRM research beyond the hegemonic analysis of for-profit shareholder-owned MNCs.
000130200 536__ $$9info:eu-repo/grantAgreement/ES/DGA/S28-20R
000130200 540__ $$9info:eu-repo/semantics/openAccess$$aby-nc$$uhttp://creativecommons.org/licenses/by-nc/3.0/es/
000130200 590__ $$a4.9$$b2023
000130200 592__ $$a2.078$$b2023
000130200 591__ $$aMANAGEMENT$$b85 / 407 = 0.209$$c2023$$dQ1$$eT1
000130200 593__ $$aBusiness and International Management$$c2023$$dQ1
000130200 593__ $$aIndustrial Relations$$c2023$$dQ1
000130200 593__ $$aStrategy and Management$$c2023$$dQ1
000130200 593__ $$aOrganizational Behavior and Human Resource Management$$c2023$$dQ1
000130200 593__ $$aManagement of Technology and Innovation$$c2023$$dQ1
000130200 594__ $$a11.7$$b2023
000130200 655_4 $$ainfo:eu-repo/semantics/article$$vinfo:eu-repo/semantics/acceptedVersion
000130200 700__ $$aErrasti, Anjel
000130200 700__ $$aSoetens, Aurélie
000130200 7102_ $$14012$$2650$$aUniversidad de Zaragoza$$bDpto. Direcc.Organiza.Empresas$$cÁrea Organización de Empresas
000130200 773__ $$g(2023), 1-35$$pInt. j. hum. resour. manag.$$tINTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT$$x0958-5192
000130200 8564_ $$s719806$$uhttps://zaguan.unizar.es/record/130200/files/texto_completo.pdf$$yPostprint$$zinfo:eu-repo/date/embargoEnd/2025-04-01
000130200 8564_ $$s1954044$$uhttps://zaguan.unizar.es/record/130200/files/texto_completo.jpg?subformat=icon$$xicon$$yPostprint$$zinfo:eu-repo/date/embargoEnd/2025-04-01
000130200 909CO $$ooai:zaguan.unizar.es:130200$$particulos$$pdriver
000130200 951__ $$a2024-11-22-12:03:57
000130200 980__ $$aARTICLE