DWG 01 Governance, Sustainability and Emerging Economies
Chair:
Lilian Soares Outtes Wanderley (Universidade Federal de Pernambuco) This email address is being protected from spambots. You need JavaScript enabled to view it.
Proponents:
Marisa de Brito (NHTV-Breda University of Social Science/NL) This email address is being protected from spambots. You need JavaScript enabled to view it.
Francisca Farache (University of Brighton/UK) This email address is being protected from spambots. You need JavaScript enabled to view it.
José Milton de Sousa Filho (UNIFOR/BR) This email address is being protected from spambots. You need JavaScript enabled to view it.
Description:
This Development Working Group – Governance, Sustainability, and Emerging Economies is an opportunity to unite scholars who usually are participants in regional networks to meet at EURAM in Warsaw to exchange innovative approaches to practices and research studies in the field.
Governance for EURAM 2015 DWG is understood as “the system whereby organizations are run, overseen, and incentivized. It involves relationships between the shareholders, the Board of Directors, the Officers, and oversight bodies. Good corporate governance practices convert principles into objective recommendations, aligning interests with the purpose of preserving and enhancing the organization’s value, facilitating its access to capital and contributing to its longevity.” (IBGC, 2010: 19). Governance is a concept not only related to corporations or business organizations, but also to “other types of organizations, for example, the third sector, cooperatives, and government corporations, foundations, and agencies, among other.” (IBGC, 2010: 15). Given the recent FIFA World Cup and its 2013 statutes that was subjected to global scrutiny by the press and pressure groups, this illustrates the potential impact of such organization in its governance, sustainability and emerging economies.
Keywords:
Governance; Sustainability; Emerging Economies; Corporate Governance; Corporate Social Responsibility; Climate Change.
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DWG 02 Completing the puzzle about self-initiated expatriation: Collecting, linking and adding research puzzle pieces
Chair:
Andresen, Maike (University of Bamberg) This email address is being protected from spambots. You need JavaScript enabled to view it.
Proponents:
Andresen, Maike (University of Bamberg, Germany) This email address is being protected from spambots. You need JavaScript enabled to view it.
Bozionelos, Nikos (Audience School of Management, France) This email address is being protected from spambots. You need JavaScript enabled to view it.
Dickmann, Michael (Cranfield University, United Kingdom) This email address is being protected from spambots. You need JavaScript enabled to view it.
Haslberger, Arno (Middlesex University, United Kingdom) This email address is being protected from spambots. You need JavaScript enabled to view it.
Suutari, Vesa (University of Vaasa, Finland) This email address is being protected from spambots. You need JavaScript enabled to view it.
Vance, Charlie (College of Business Administration, Loyola Marymount University, USA) This email address is being protected from spambots. You need JavaScript enabled to view it.
Description:
The phenomenon of global mobility of SIEs will be looked at from three different angles:
Ad 1. Comparative approach
HRM operates differently in different institutional environments. Important factors are the size of the country, extent of regional differences, number of language groups, degree of economic development, specificities of labour market, education system, employment law, and trade unions.
Questions: How do institutional factors determine HR practices and career systems and, thus, influence global mobility opportunities and international mobility decisions of SIEs (inbound, outbound)? What are comparative similarities and differences between countries (both institutional and regarding individual mobility patterns)? Can patterns of convergence and divergence between (clusters of) countries be found? Influence of institutional factors on SIEs as entrepreneurs?
Ad 2. Cross-cultural approach
Every nation has its own unique sets of deep-lying values, attitudes, and beliefs, and these are reflected in the ways that the society and the economy operate, and in the ways that people work and are managed at work.
Questions: Which culture-specific characteristics influence inbound and outbound global mobility of SIEs (e.g. values and norms regarding HR selection, career expectations of SIEs, social norms regarding mobility etc.)? How do SIEs deal with these specificities?
Ad 3. HR Management in MNCs
Examines the way organisations, which operate across international boundaries, manage their (international) human resources across different national contexts.
Questions: How does internationalisation strategy influence career systems within the MNCs and international sourcing practices? How are the careers systems reflected in individual mobility decision-making? How do MNCs manage the different stresses of the drive for integration and differentiation regarding global sourcing and global mobility?
Keywords:
Self-initiated expatriation; Global mobility; Career; Comparative HRM; Cross-cultural HRM; HRM in MNCs.
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