Socially Irresponsible Employment in Emerging-Market Manufacturers
研究了新兴市场制造商中社会责任缺失型雇佣行为（如虐待性纪律和工资盗窃）与制造绩效的系统性关联，发现这些行为与较差的工厂绩效相关，并建议跨国公司通过鼓励供应商转向重视人力资本的价值创造体系来改善全球价值链中的企业社会绩效。
Are socially irresponsible employment practices, such as abusive discipline and wage theft, systematically tied to manufacturing outcomes in emerging-market countries? Drawing on a stream of stakeholder theory that emphasizes economic interdependencies and insights from the fields of industrial relations and human resource management, we argue that working conditions within a firm are facets of a systemic approach to value creation and value appropriation. Some manufacturers operate “low road” systems that rest on harmful practices. Others operate “high road” systems in which the need to develop employees’ human capital deters socially irresponsible employment practices. To test the theory, we conduct a large-scale study of labor violations and manufacturing outcomes by analyzing data on over four thousand export-oriented small manufacturers in 48 emerging-market countries. The analysis demonstrates that socially irresponsible employment practices are associated with inferior firm-level manufacturing outcomes even after controlling for the effects of firm size, industry, product mix, production processes, host country, destination markets, and buyer mix. The theory and results suggest an opportunity for multinational corporations to improve corporate social performance in global value chains by encouraging their suppliers to transition to systems of value creation that rely on the development of worker human capital. Funding: A. McGahan received funding from Social Sciences and Humanities Research Council [Grant 435-2016-0075].