The Dominant Logic of Employer-Sponsored Work and Family Initiatives: Human Resource Managers' Institutional Role
运用制度理论和主导逻辑概念，研究人力资源经理在推动雇主资助托儿服务中的制度角色，发现管理控制、环境和强制三个主导逻辑成分，并揭示其与管理者背景及组织环境的关系。
This paper argues that concepts from institutional theory and managerial dominant logic can be used to examine human resource managers' institutional role supporting the adoption of employer-sponsored childcare as a form of organizational adaptation to change. Three components of the dominant logic of employer-sponsored childcare were found: management control, environmental, and a coercive component. These components overlap to form an overall management orientation toward employer-sponsored childcare, which are related to management's demographic backgrounds, and their organizational and industry environments. The extent of adoption of employer-sponsored childcare was found to be positively related to (1) the strength of human resource manager's global orientation, and (2) their interpretations of favorable executive attitudes toward employer-sponsored childcare.