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The effects of 'language standardization' on the acceptance and use of e-HRM systems in foreign subsidiaries

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  • Heikkilä, Jukka-Pekka
  • Smale, Adam

Abstract

Electronic human resource management (e-HRM) systems are argued to be transforming the role of HR by facilitating the transfer of transaction processing responsibilities to employees, managers and other third parties. In multinational corporations, e-HRM systems must achieve this whilst accommodating regulatory and cultural differences, one of which being language. In light of scant empirical research on the role of language in the information technology and international HRM literature, this study investigates the effects of language standardization on the acceptance and use of e-HRM systems in foreign subsidiaries. The findings are based on 18 in-depth interviews with subsidiary HR managers from two European MNCs.

Suggested Citation

  • Heikkilä, Jukka-Pekka & Smale, Adam, 2011. "The effects of 'language standardization' on the acceptance and use of e-HRM systems in foreign subsidiaries," Journal of World Business, Elsevier, vol. 46(3), pages 305-313, July.
    • Handle: RePEc:eee:worbus:v:46:y:2011:i:3:p:305-313
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    Cited by:

    1. Amy Church-Morel & A. Bartel-Radic, 2014. ""Not all multilingual teams are created equal " : Conceptualizing language diversity management," Post-Print halshs-01185822, HAL.
    2. Nadda, Vipin & Rafiq, Zaman & Tyagi, Pankaj, 2017. "Effectiveness and Challenges of Recruitment process outsourcing (RPO) in the Indian Hotel Sector," MPRA Paper 77164, University Library of Munich, Germany, revised 12 Feb 2017.
    3. Helene Tenzer & Siri Terjesen & Anne-Wil Harzing, 2017. "Language in International Business: A Review and Agenda for Future Research," Management International Review, Springer, vol. 57(6), pages 815-854, December.
    4. Itani, Sami & Järlström, Maria & Piekkari, Rebecca, 2015. "The meaning of language skills for career mobility in the new career landscape," Journal of World Business, Elsevier, vol. 50(2), pages 368-378.
    5. Klaus E. Meyer & Chengguang Li & Andreas P. J. Schotter, 2020. "Managing the MNE subsidiary: Advancing a multi-level and dynamic research agenda," Journal of International Business Studies, Palgrave Macmillan;Academy of International Business, vol. 51(4), pages 538-576, June.
    6. Klaus E. Meyer & Chengguang Li & Andreas P. J. Schotter, 0. "Managing the MNE subsidiary: Advancing a multi-level and dynamic research agenda," Journal of International Business Studies, Palgrave Macmillan;Academy of International Business, vol. 0, pages 1-39.
    7. Yaser M. Al-Harazneh & Ismail Sila, 2021. "The Impact of E-HRM Usage on HRM Effectiveness : Highlighting the Roles of Top Management Support, HR Professionals, and Line Managers," Post-Print hal-03188227, HAL.
    8. Kostova, Tatiana & Marano, Valentina & Tallman, Stephen, 2016. "Headquarters–subsidiary relationships in MNCs: Fifty years of evolving research," Journal of World Business, Elsevier, vol. 51(1), pages 176-184.
    9. Ursula Schinzel, 2016. "Impact of national culture on e-recruitment practices in Luxembourg," World Review of Entrepreneurship, Management and Sustainable Development, Inderscience Enterprises Ltd, vol. 12(2/3), pages 318-336.

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