Employment relations in German multinational companies in the UK and the future of the German model: empirical evidence on country-of-origin effects and industry internationalisation
Interest has grown in the significance of the country-of-origin impact on the Employment Relations (ER) approaches in the international subsidiaries of Multinational Companies (MNCs). In this article, a comparative cross-sectional analysis of German subsidiaries with indigenous UK firms will be provided. The central issues concern the extent to which German MNCs in deregulated Anglo-American industrial relations settings draw on the German ER model, adjust to the host-country context or adopt current 'best practice' prescriptions frequently associated with leading US MNCs. Here, the key questions are: How and to what extent do different industry-specific forces interrelate with country-of-origin effects and pressures to adopt 'best practice' approaches to shape subsidiary ER outcomes?
Volume (Year): 5 (2010)
Issue (Month): 4 ()
|Contact details of provider:|| Web page: http://www.inderscience.com/browse/index.php?journalID=97|
When requesting a correction, please mention this item's handle: RePEc:ids:ijpubp:v:5:y:2010:i:4:p:390-408. See general information about how to correct material in RePEc.
For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: (Darren Simpson)
If references are entirely missing, you can add them using this form.