The Institutional Antecedents of the Assignment of HRM Responsibilities to Line Managers
基于11国数据，研究发现约半数组织将HRM职责分配给直线经理，且组织选择空间较大；北欧经济体最倾向此分配，自由市场经济体最不倾向；大型、工会化及HR部门战略地位高的组织更少分配。
This article uses large‐scale international data to examine how much autonomy organizations have to assign human resource management responsibilities to line managers, as indicated in the prescriptions of the literature. We use data from 11 countries to explore the impact of a variety of internal characteristics of organizations and the kind of economy in which they operate. We find that around half of the organizations assign HRM responsibilities to the line and that organizations appear to have considerable latitude in making choices in this area. Organizations in the Nordic economies are most likely to assign responsibilities for HRM to the line and those in the liberal market economies are the least likely to do so. In any economy, larger organizations, unionized organizations, and those with strategically positioned HRM departments are the least likely to allocate responsibilities for HRM to the line. We discuss the implications of our findings for future research and for practice. © 2014 Wiley Periodicals, Inc.