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Institutional and Rational Determinants of Organizational Practices: Human Resource Management in European Firms

Paul N. Gooderham, Odd Nordhaug and Kristen Ringdal
Administrative Science Quarterly
Vol. 44, No. 3 (Sep., 1999), pp. 507-531
DOI: 10.2307/2666960
Stable URL: http://www.jstor.org/stable/2666960
Page Count: 25
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Since scans are not currently available to screen readers, please contact JSTOR User Support for access. We'll provide a PDF copy for your screen reader.
Institutional and Rational Determinants of Organizational Practices: Human Resource Management in European Firms
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Abstract

This paper tests predictions from institutional and rational perspectives about the adoption of organizational practices through a comparative study of human resource management in firms located in six European countries. Distinguishing between calculative practices-aimed at efficient use of human resources-and collaborative practices-aimed at promoting the goals of both employees and employer-the paper predicts differences in adoption across countries. Results show that institutional determinants, as indicated by the national embeddedness of firms, have a strong effect on the application of both calculative and collaborative human resource management practices. Firm size, a rational determinant, has a considerable impact on calculative practices, whereas the effect of industrial embeddedness is quite modest for both practices.

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