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- Hearn, Jeff, 1947-, et al.
(författare)
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Gender in international human resource management
- 2006
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Ingår i: Handbook of Research on International Human Resource Management. - Cheltenham : Edward Elger. - 9781845421281 - 1845421280 ; , s. 502-522
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Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- In providing an insightful overview of a wide range of global human resource issues facing MNCs, this pathbreaking Handbook highlights emergent topics and new research findings that could shape the field of future IHRM research. Theoretical discussion of the variables and processes that affect IHRM policies and practices is provided by renowned contributors with widely differing academic backgrounds, paradigmatic orientations, and theoretical and methodological approaches.
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| 3. |
- Hearn, Jeff, 1947-, et al.
(författare)
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Gender, intersectionality and international human resource management
- 2012. - 2
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Ingår i: Handbook of Research in International Human Resource Management. - Cheltenham : Edward Elgar Publishing. - 9781849809191 ; , s. 509-531
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Bokkapitel (refereegranskat)abstract
- The second edition of this Handbook provides up-to-date insight into ground-breaking research on international human resource issues today. These issues are faced by multinational companies which can be as small as one person with a computer and Internet connection or as large as a medium-sized country. Written by the field's most distinguished researchers, the book will stimulate thought for new research and provide a glimpse of where we have been and where we are going. The book explores issues such as the importance of linking IHRM activities to organizational strategy and culture; talent m
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| 5. |
- Hearn, Jeff, 1947-, et al.
(författare)
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Gendering large transnational companies
- 2011
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Ingår i: Leadership through the Gender Lens. - Helsinki : Edita. - 9789522321558 - 9789522321565 ; , s. 99-111
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Bokkapitel (refereegranskat)abstract
- The purpose of this article is to present a theoretical overview of what makes a leader effective using the theoretical lenses of behavioral and contingency theories and the theory of transformational leadership. We then analyze these theories from a gender perspective. The presence and effects of gender discrimination in the workplace, managerial and subordinate preconceptions and attitudes as identified in the current body of literature and the possible consequences for potential female leaders are discussed. Finally, the article turns to discuss the interaction between national and organizational culture and gender in terms of leadership opportunities. The aim of this article is to contribute to the discussion on the above areas and to provide a bringing together of perspectives so as to facilitate future research. This is a review article where we theoretically examine the gender context in leadership theory and practice with some illustrations from observation and experience.
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| 6. |
- Hearn, Jeff, 1947-, et al.
(författare)
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Managers talk about gender : what managers in large transnational corporations say about gender policies, structures and practices
- 2009. - 1
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Bok (refereegranskat)abstract
- Mainstream research on management generally continues to ignore gender relations. Even so, over recent years there has been a major growth of international research on gender relations in organizations. Yet, most of this research has focused on gender relations in lower or middle organizational levels rather than the apex of the organization. This book draws on research on gender policies, structures and practices of management in large Finnish corporations. Following initial gathering of annual reports, website and other public material, a questionnaire survey to the Human Resource managers of the largest 100 Finnish companies was conducted (Hearn et al., Gender Divisions and Gender Policies in Top Finnish Corporations, Hanken, 2002). This addressed: the gendered organization of the corporations; policies on gender; and gender divisions and processes of top management. Significant positive correlations were found between the presence of men on the boards and the lack of policies aimed at increasing gender equality in those corporations; and surprisingly, the number of men in middle management and gender equality policies.This book builds on this earlier work, examining through qualitative interviews more detailed gendered processes in seven selected corporations. These represent corporations that could be described as ‘relatively active’, ‘moderately active’ and ‘not active’ in relation to gender equality. Methodological and substantive issues are examined. These include the views and assessments of the companies’ gender policies and gender issues, especially as seen by the Chief HR managers. This involves contrasts between: formal policies and reported organizational practices; different corporate contexts and individual managers’ positionings; the definition and scope of gender policy; and the relation of gender policies and diversity policy.This focus on gender policies is understood and located within organizational structures, most obviously gendered corporate hierarchies. Other relevant structures and structural contexts include national context in relation to transnationalization, relations of headquarters and subsidiaries, and interrelations of management, policy development and policy implementation.Gender relations in practice and gender practices are also considered in more detail. This entails attention not only to gender as meaning and indicating women, but also to the social construction of men, men’s arenas and masculinities. These women and men managers operate at the intersections of gendered transnational managerial work, careers, family-type relations, including marriage and children, or lack thereof. Women and men managers may be part of the same management levels or management teams, but have totally different family-type situations and gendered experiences. Interconnections of management, domestic life and transnationalizations are crucial, intensely gendered matters. The debate on the public/private continues to be important for both gender relations and organizational relations, but now with a further emphasis and elaboration through transnationalizations. The modern transnational corporation is thus considered in terms of gender divisions and gender power, with particular reference to top management. A short concluding discussion, noting implications for research and policy, and a coda complete the text.
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| 7. |
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| 8. |
- Hearn, Jeff, 1947-, et al.
(författare)
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"Women home and away" : transnational managerial work and gender relations
- 2008
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Ingår i: Journal of Business Ethics. - : Springer Science and Business Media LLC. - 0167-4544 .- 1573-0697. ; 83:1, s. 41-54
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Tidskriftsartikel (refereegranskat)abstract
- This article addresses the intersections, even blurrings, of two "homes" and two "aways" - the personal, 'private' home and the corporate 'public' 'away', and the national home country and corporate base and the transnational work away. Drawing on 40 semi-structured interviews with women and men top and middle managers in seven multinational corporations located in Finland, we examine the complex relations among transnational managerial work, corporate careers and personal, marriage and family-type relations, and their differences for women and men managers. This shows the very different personal and social worlds inhabited by senior women and men managers, and how transnational processes can make those differences even greater.
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| 9. |
- Holmstedt, Matthias, 1980-
(författare)
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L.M. Ericsson's internationalization in Africa from 1892 to 2012 : A study of key factors, critical events, and core mechanisms
- 2015
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- This thesis identifies three important shortcomings in firm internationalization research. The first problem is that the field has generally neglected the role of time and history, and evaluations of how well theories of firm internationalization cope with the test of time are therefore limited. The second matter is that the entire continent Africa has been and remains almost a blind spot in firm internationalization research generally. The third and more specific issue is that knowledge of the internationalization of telecom-vendors is limited. This thesis simultaneously addresses all three shortcomings through a study of the history of telecom-vendor Ericsson’s internationalization on the African continent between 1892 and 2012. A mechanism-based model is proposed based on analyses of the theoretical affiliations of key factors and critical events in the history of Ericsson in Africa. This mechanism-based model clearly demonstrates the need to study the process of firm internationalization from a multifaceted view, and it challenges the established, more universal theories of firm internationalization. This multifaceted view shows firm internationalization to be a co-evolutionary process driven by the accumulation of local knowledge, the establishment of relationships, and the goal to discover opportunities. However, the paradox of this view is that it requires having context-specific models of firm internationalization. These models must be limited, at the very least, to specific industrial settings and specific foreign territories, because of the need to consider important external aspects such as competition, customer selection, and fundamental economic prerequisites.
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| 10. |
- Jonsen, Karsten, et al.
(författare)
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Processes of International Collaboration in Management Research : A Reflexive, Autoethnographic Approach
- 2013
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Ingår i: Journal of management inquiry. - : SAGE Publications. - 1056-4926 .- 1552-6542. ; 22:4, s. 394-413
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Tidskriftsartikel (refereegranskat)abstract
- Scientists and academics increasingly work on collaborative projects and write papers in international research teams. This trend is driven by greater publishing demands in terms of the quality and breadth of data and analysis methods, which tend to be difficult to achieve without collaborating across institutional and national boundaries. Yet, our understanding of the collaborative processes in an academic setting and the potential tensions associated with them remains limited. We use a reflexive, autoethnographic approach to explicitly investigate our own experiences of international collaborative research. We offer systematic insights into the social and intellectual processes of academic collaborative writing, identifying six lessons and two key tensions that influence the success of international research teams. Our findings may benefit the formation of future coauthor teams, the preparation of research proposals, and the development of PhD curricula.
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