Gary W. Florkowski

The diffusion of human‐resource information‐technology innovations in US and non‐US firms

Purpose – The purpose of this paper is to evaluate the diffusion patterns of eight information technologies that are transforming HR service‐delivery in North America and Europe: HR functional applications, integrated HR suites, IVR systems, HR intranets, employee and manager self‐service applications, HR extranets, and HR portals. Little is known about the diffusion process for these innovations within or across countries despite mounting professional and academic interest in their proliferation.Design/methodology/approach – The paper shows that external‐, internal‐, and mixed‐influence models were applied to the HRIT‐adoption decisions of a cross‐sectional sample of US, Canadian, UK and Irish firms. Parameter estimation was guided by nonlinear regression procedures with starting values for p and q set at levels similar to those reported in prior IT‐diffusion studies. Senior HR executives provided the underlying data by means of a dynamically branching, web‐based survey.Findings – The paper finds that ov...

Support for Profit Sharing and Organizational Commitment: A Path Analysis

This study tested propositions from Florkowskis (1987) profit-sharing model based on the responses of 160 individuals. As predicted, performance-reward contingencies and pay equity were significant determinants of plan support. Profit-sharing support, in turn, was an important determinant of organizational commitment. The hypothesized link between influence on decision making and plan support was not substantiated, nor was there evidence that job satisfaction moderated the relationship between support for profit sharing and organizational commitment.

Auditing Human Resource Management in the Global Environment

The globalization of business is making it increasingly important to understand how multinational enterprises (MNEs) can operate more effectively. Human resource management can be a critical determinant of corporate effectiveness, particularly as it plays out in the global arena. This article discusses how MNEs enhance their ability to utilize human resources and internal labour markets for competitive advantage through audits of the international human resource management (IHRM) function. A multidimensional auditing framework is developed and applied to the strategic aspects of IHRM in MNEs and international joint ventures.

MNC responses to the legal environment of international human resource management

Comparative management studies have not examined the complex regulatory forces that govern transnational employment relationships nor assessed their potential impact on multinational companies (MNCs). A model is presented to assess the effects that indigenous law, transnational law and organizational policies will have on the human resource management (HRM) function in MNCs. Several propositions are developed as well to guide future research in this area.

Stock-price response to profit sharing in unionized settings

Prior research shows that stock price responds favorably to managerial incentive schemes which lower costs and stimulate growth. This article analyzes the consequence for shareholders of introducing profit sharing in unionized firms. Positive abnormal returns were associated with the announcement of collective agreements incorporating risk-sharing components, especially when the firm was experiencing preexisting financial distress. The realized gains generally exceeded that which could be attributed to strike activity or negotiated wage reductions. However, there was no indication that profit sharing decreased the perceived risk of investing in the firm.

Predicting HR’s involvement and influence in strategic decision-making

While it has become increasingly common to envision the HR function having an expanded role in business, we know little about the determinants of its strategic involvement and influence. Drawing on strategic contingencies theory (SCT) and institutional theory, a model for both constructs was developed and tested. Structural equation modeling (SEM) was used to analyze web-survey data from 167 firms in the U.S. and Canada. As predicted, HR coping ability, firm size, and human-capital munificence were positively related to strategic involvement. Strategic influence, in turn, was directly related to HR centrality and the level of involvement. Moderated regression analysis failed to support either of the hypothesized country effects. Implications for future research and management practice are discussed at the end of the article.