National and firm-level drivers of the devolution of HRM decision making to line managers

Paul N. Gooderham, Michael J. Morley, Emma Parry, Eleni Stavrou

Research output: Contribution to journalArticlepeer-review

Abstract

Multinational companies must understand the influences on responsibility for managing people so that they can manage talent consistently thus ensuring that it is transferable across locations. We examine the impact of firm and national level characteristics on the devolution of HRM decision making to line managers. Our analysis draws on data from 2335 indigenous organizations in 21 countries. At the firm level, we found that where the HR function has higher power, devolution is less likely. At the national level, devolution of decision making to line management is more likely in societies with more stringent employment laws and lower power distance.

Original languageEnglish
Pages (from-to)715-723
Number of pages9
JournalJournal of International Business Studies
Volume46
Issue number6
DOIs
Publication statusPublished - 16 Aug 2015
Externally publishedYes

Keywords

  • comparative HRM
  • HR role
  • human resource management (HRM)
  • institutions and international business
  • line managers
  • talent management

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