What is it about?
Local isomorphism constitutes the regulatory, cognitive and normative profile of a host country. The regulatory institutional setting reflects the rules and legislation governing collective bargaining agreements, trade unions, local content laws and employment relationships. The cultural or cognitive dimension supports the widely held cultural and social knowledge and the normative profile acknowledges the influences of social groups and organizations on acceptable normative behaviour. Earlier literature lends support to the importance of institutional profile and its influence on the design and implementation of multinational enterprises’ human resource management policies and practices.
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Why is it important?
This paper seeks to advance the concept of local isomorphism and highlight the implications of local isomorphism for future research on the transfer of multinational enterprises’ human resource management practices across and between subsidiaries
Perspectives
The rise in multinational enterprises (MNEs) operations in emerging and developing economies in the last few decades has paved the way for more research into how national institutional settings influence MNEs’ human resource management (HRM) design and adoption of policies and practices owing to institutional and cultural dissimilarities between advanced economies and less-developed economies
Dr Desmond Tutu Ayentimi
University of Tasmania
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This page is a summary of: Local isomorphism and multinational enterprises’ human resource management practices: Extending the research agenda, Journal of Management & Organization, October 2018, Cambridge University Press,
DOI: 10.1017/jmo.2018.61.
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