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The HR consulting entrepreneur: Firm-builder, market-maker and diffuser of HR management knowledge in an emergent business system.

机译：人力资源咨询企业家：新兴业务系统中人力资源管理知识的公司建立者，做市商和传播者。

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摘要

The diffusion of human resource management practices in emergent, transition and modernizing economies is crucial for the consolidation and performance of these economies. This study is a contribution to the growing research agenda exploring this phenomenon. It argues that the creation of management consulting markets is a distinct and important, yet insufficiently studied mechanism through which human resource (HR) management practices are introduced and diffused in emergent economies.;The study makes three key contributions: First, in a departure from the standard institutional approaches to the study of management practices transfer, it uses the lenses of two entrepreneurial theories of decision-making in early markets---the effectuation and the nexus of individual-opportunities approaches---to unravel how the building of HR consulting firms sets practice theorization and diffusion processes into motion in an emergent economy (Romania). Second, the investigation is empirically anchored in extensive field work, and framed in a multicase study design format. Developing an analysis framed on ground-theory lines it reveals three distinct entrepreneurial decision-making patterns that are responsible both for the formation of causal beliefs about the role of HR practices and for the build up of new market institutions that diffuses them into the broader environment. Third, the analysis illuminates the formation of preferences for new (or previously unknown) management practices. At the same time it refines our understanding of the role of entrepreneurs in the build-up of proto-institutions that further the process of HR practices diffusion in institutional contexts (including in advanced Western economies) where they are met with stiff indifference or reluctance. As such, the insights and findings of the study become the basis of a comparative research agenda that is relevant not only for transition and emerging economies but also for Western, advanced ones.
机译：人力资源管理实践在新兴，转型和现代化经济体中的传播对于这些经济体的合并和绩效至关重要。这项研究对探索这一现象的研究议程不断增加做出了贡献。它认为建立管理咨询市场是一个独特而重要的机制，但是在新兴经济体中引入和传播人力资源（HR）管理实践的机制还没有得到充分研究。作为研究管理实践转移的标准制度方法，它使用了两种在早期市场中进行决策的企业家理论的镜头-效果和个体机会方法的联系-来揭示人力资源建设的方式咨询公司在新兴经济体（罗马尼亚）中将实践理论化和传播过程付诸实践。其次，调查是根据经验进行的广泛现场工作，并以多案例研究设计格式进行。展开以基础理论为基础的分析，它揭示了三种不同的企业家决策模式，这些模式既负责形成关于人力资源实践作用的因果信念，也负责建立新的市场机构，将其传播到更广泛的环境中。第三，分析阐明了对新的（或以前未知的）管理实践的偏好的形成。同时，它加深了我们对企业家在原型机构中的作用的理解，从而进一步推动了人力资源实践在机构环境（包括西方先进经济体）中的传播过程，在这种情况下，他们极度漠不关心或不情愿。因此，研究的见解和发现成为比较研究议程的基础，该议程不仅与转型经济体和新兴经济体有关，而且与西方先进经济体有关。

著录项

  • 作者

    Dabu, Adina.;

  • 作者单位

    University of Illinois at Urbana-Champaign.;

  • 授予单位 University of Illinois at Urbana-Champaign.;
  • 学科 Business Administration Management.;Sociology Organizational.;Psychology Industrial.
  • 学位 Ph.D.
  • 年度 2009
  • 页码 237 p.
  • 总页数 237
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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