The transition from school to work: a European perspectiveIn general, a person's employment and educational biographies do not alwaysrun smoothly and in only one direction. Interruptions often occur, or theindividual may begin to move in different or new directions

The internationalisation of enterprises is expected to undermine national systems of employee representation. This paper assesses the extent to which this expectation can be confirmed. Using a survey of Dutch works councils, we compare national, Dutch multinational and foreign multinational...

A study of the impact of globalisation on the structure and management of multinational enterprises, based upon research into twenty‐four manufacturing MNEs. Three research questions, developed from the literature, were used as the basis for an investigation into structure, control, knowledge...

Korean firms are in the process of transforming their human resource management (HRM) systems to compete effectively in the global market. Whereas the traditional HRM system emphasized group harmony and age norms, the “new HR policy” emphasizes a performance‐based system. Whether the new...

The Netherlands, although a small country with few natural resources, is a major industrial power in the West, and operates some of the world’s largest multinationals. To understand more about human resource management (HRM) practices in this country we used a structured interview format...

Explores human resource management (HRM) and the established relationships between HRM, the management of “commitment cultures”, the recruitment and selection procedures, and the training and development practices considered necessary to develop employee commitment. The literature suggests...

Organisations with low absenteeism and low turnover can be distinguished from organisations with high absenteeism and turnover through the identification and implementation of sophisticated and strategic best practices such as benchmarking relative cost position, developing a corporate ethic,...

The link between business strategy and human resource management (HRM) practices has received considerable attention from researchers. It is generally believed that integrating strategy and HRM will result in positive organizational outcomes. The empirical evidence for the strategy‐HRM...

Employee commitment has been extensively researched by academics. Theories about commitment towards the organisation have enjoyed much interest. The concept is a central part of HR models. Research to date, however, has not examined the extent to which such “academic” perspectives are...