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  • Global trends and crises, comparative capitalism and HRM

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    WilkinsonPUB4819.pdf (108.9Kb)
    File version
    Accepted Manuscript (AM)
    Author(s)
    Wilkinson, A
    Wood, G
    Griffith University Author(s)
    Wilkinson, Adrian J.
    Year published
    2017
    Metadata
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    Abstract
    This article reviews and consolidates the most recent literature on comparative institutional analysis, and links this to endemic crises, continuities, bounded diversity and change in HRM practice within and between nations. It is argued that national institutional arrangements both support and sustain particular sets of HR practice, but this is always contingent, and subject to the choices of actors: firms adopt practices both to take advantages of the unique advantages of a particular national system and to cope with the challenges it imposes. Even potentially sub-optimal sets of institutions may help sustain particular ...
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    This article reviews and consolidates the most recent literature on comparative institutional analysis, and links this to endemic crises, continuities, bounded diversity and change in HRM practice within and between nations. It is argued that national institutional arrangements both support and sustain particular sets of HR practice, but this is always contingent, and subject to the choices of actors: firms adopt practices both to take advantages of the unique advantages of a particular national system and to cope with the challenges it imposes. Even potentially sub-optimal sets of institutions may help sustain particular sectors and types of firms, even in the face of great external shocks. At the same time, the two most developed national institutional paradigms – Coordinated and Liberal Markets – have faced on-going challenges and adjustments. Most notably, Coordinated Markets faced painful adjustments and challenges in the 1990s and early 2000s; more recently, this has been completely eclipsed by the unprecedented political crises that have enveloped the largest Liberal Markets, and which both reflect realities in work and employment relations, yet have potentially serious future implications for HRM.
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    Journal Title
    International Journal of Human Resource Management
    Volume
    28
    Issue
    18
    DOI
    https://doi.org/10.1080/09585192.2017.1331624
    Copyright Statement
    © 2017 Taylor & Francis (Routledge). This is an Accepted Manuscript of an article published by Taylor & Francis in The International Journal of Human Resource Management on 14 Jun 2017, available online: http://www.tandfonline.com/10.1080/09585192.2017.1331624
    Subject
    Human resources and industrial relations
    Publication URI
    http://hdl.handle.net/10072/345697
    Collection
    • Journal articles

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