Chris Brewster
Datos Biográficos
| ID | 302875 |
|---|---|
| NOMBRE | Chris Brewster |
| NOMBRES | Chris |
| APELLIDO | Brewster |
| FIRMA | BREWSTER C |
| AFILIACIONES | University of Reading |
| ORCID | 0000-0001-5314-1518 |
| VERIFICADO | Sí |
| TOTAL DE OBRAS | 30 |
| TOTAL DE CITAS | 29 |
| TOTAL COMO AUTOR | 24 |
| TOTAL COMO EDITOR | 6 |
| PRIMER AÑO DE PUBLICACIÓN | 1995 |
| AÑO MÁS RECIENTE DE PUBLICACIÓN | 2025 |
| ÍNDICE H | 3 |
Gender equality in academia
Systemic discrimination and structural barriers continue to hinder women’s participation in academic organizations. We address gender discrimination faced by women in academia, debating how this persists despite advances in legislation for gender equality. This case study reflects a paradoxical reality: in a context where women are the majority, men often maintain control over positions of power. The scenario is aggravated by a dynamic of diverge…
Advancing inclusive recruitment
Scholarly interest in refugee employment often centers on the barriers faced by this group of jobseekers. This study shifts focus to employers, exploring how their practices address recruitment challenges. Our qualitative investigation of 39 Australia-based employers identifies two sets of barriers—proximal and distal—and the corresponding practices employers adopt to overcome them. We find that these barriers differ in the assumed scale, locus o…
How does colonial history matter for expatriate adjustment? The case of Brazilians in Portugal
The literature on expatriation typically assumes that cultural and institutional familiarity facilitates expatriate adjustment. This assumption underplays the role of the historical context, especially the influence of painful colonial pasts that often lie beneath such familiarity. In addition, seeking to capture expatriate adjustment as a single measure, such literature does not engage with the differences in the extent to which expatriates achi…
Linking institutional context to the community and career embeddedness of skilled migrants
Migration is one of the most pressing global issues of our time. However, relatively little is known about the factors and mechanisms that govern the post-migration experiences of skilled migrants. We adopt an acculturation- and social identity-based approach to examine how differences between institutional characteristics in the destination and origin country, as well as migrants’ experiences with formal and informal institutions shape their ide…
Workplace accentism as a postcolonial and intersectional phenomenon
What insights can postcolonialism and decoloniality offer into workplace accentism? Drawing upon these two strands of literature, this article contributes to workplace research through proposing a view of accentism as an intersectional phenomenon, rooted in the historically sedimented unequal social structure and relations formed during the colonial past. Based on a qualitative study of Brazilians in Portugal, we identify two forms of workplace a…
Global migration
Migration is increasingly viewed as a high-priority policy issue among politicians, intergovernmental organizations, NGOs, and civil society throughout the world. Its implications for the private sector, for economic prosperity, and for the cross-border activities of firms are undeniable and likely to grow in importance. Yet, despite its relevance to International Business, treatment of migration in the mainstream International Business literatur…
Career capital and the MBA
It is argued that women are held back in their efforts to achieve career advancement by inequitable opportunities to acquire and leverage career capital. Using career capital theory, this empirically grounded investigation examines how female MBAs report increases in knowing-how, knowing-whom and knowing-why, in relation to their male counterparts. Women report significantly larger increases in the knowing-why form of career capital. However, des…
Intra-company transfers
This paper explores the role of intra-company transfers in the United Kingdom government's labour immigration policy over the last quarter century. It demonstrates their role in determining the number of non-European Economic Area foreigners working in the country and examines the way policy, both generally and specifically, has developed. It presents new statistical data and uses that evidence to examine the interplay between the government and …
Convergence in Human Resource Management
This chapter takes the contextual view of human resource management (HRM) and its challenge to the universalistic perspective that is explored in the preceding chapters and adds the element of time. How does time change the relationship between countries in their way of managing HRM? Including time leads to a question that goes beyond snapshot views of how various aspects of context at different levels relate to HRM: How do these relationships an…
The Oxford Handbook of Contextual Approaches to Human Resource Management
In recent years, scholars and practitioners have increasingly recognized that human resource management (HRM) has paid insufficient attention to the impact of context. While research has been devoted to examining the impact of national context on HRM systems, this literature has been largely separate from that focused on other levels of context affecting organizational choices in HRM strategies, such as the impact of the organizational environmen…
Varieties of crisis and working conditions
Greece and Serbia are historically different, yet regionally connected. Their weak institutional foundations and long-term economic turbulence have prevented them from overcoming crises, leading to the institutionalization of adverse working conditions. We focus on the outcomes of the systemic crisis in Greece and the transition crisis in Serbia, using semi-structured interviews and focus groups with managers and employees in small- and medium-si…
Handbook of Research on Comparative Human Resource Management
Legal Origin and Social Solidarity
By using the classic works of Durkheim as a theoretical platform, this research explores the relationship between legal systems and social solidarity. We found that certain types of civil law system, most notably those of Scandinavia, are associated with higher levels of social capital and better welfare state provision. However, we found the relationship between legal system and societal outcomes is considerably more complex than suggested by cu…
Comparative HRM
Comparative HRM compares the way that HRM is conceptualized, focused, and targeted in, typically, different countries. As a specialist subject, it is a relatively recent area of research, although it builds on existing foundations in areas such as industrial relations and international business.
Sustainable HRM in Europe
Industrial relations in South-Eastern Europe
This study critically evaluates industrial relations (IR) in South-Eastern Europe and points towards future practical and research-oriented opportunities in the region. A survey of organizational policies and practices has been used to explore the state of IR in both private and public organizations in this region. Specifically, the data, collected in 2009–2010 (including the latest changes due to the economic crisis), cover 840 different organiz…
The Routledge Companion to International Human Resource Management
International human resource management (HRM) concerns the people management policies and practices of organisations that operate across international boundaries. A key component of IHRM is the management of expatriates (Dowling, 1999) but, as this book illustrates, the subject goes much wider (Brewster et al., 2005; Brewster et al., 2011). This has been contrasted with comparative studies of HRM (Boxall, 1995), the study of the way that HRM is t…
Direct involvement, partnership and setting
This paper brings a comparative aspect to the analysis of direct involvement as the foundation for partnership. It considers how various forms of direct involvement can represent components of a broader partnership paradigm of people management, or a limited shallow partnership concession to facilitate the diffusion of top-down human resource management policies. Through the use of survey evidence, we explore the settings in which involvement is …
The Factors Contributing to Work/Life Conflicts and Enrichment among Finnish Global Careerists
It has been argued (see, e.g., Haslberger and Brewster 2008; Lazarova, Westman, and Sheffer 2010; Mäkelä, Känsälä, and Suutari 2011; Mäkelä and Suutari 2011) that expatriates have difficulties balancing work with the rest of their lives. Our understanding of the issues and factors contributing to the work/non-work balance is limited. To increase our understanding of these issues, twenty semi-structured interviews were conducted with Finnish globa…
Varieties of Capitalism and Investments in Human Capital
This paper explores the relationship between national institutional archetypes and investments in training and development. A recent trend within the literature on comparative capitalism has been to explore the nature and extent of heterogeneity within the coordinated market economies (CMEs) of Europe. Based on a review of the existing comparative literature on training and development, and comparative firm‐level survey evidence of differences in…
Handbook of Research on Comparative Human Resource Management
Public sector HRM
Purpose The purpose of the paper is to outline and analyse the limitations and opportunities of decentralised human resource management (HRM) in the public sector. Design/methodology/approach The paper is based on a case study of the Estonian Central Government. Findings It is demonstrated that the absence of a central human resource strategy, combined with fragmentation, insufficient coordination and a lack of common values throughout the public…
The extended business case for childcare and leave arrangements in Western and Eastern Europe
Purpose The purpose of this paper is to propose an “extended conceptualization of the business case” including both organizational characteristics and institutional conditions to analyse employer involvement in extra statutory childcare and leave arrangements. Special attention is given to Central and Eastern European (CEE) countries. Design/methodology/approach The (multi‐level) multinomial regression analyses included company‐level data on huma…
Context, strategy and financial participation
This article investigates where financial participation is most likely to be encountered, and explores its compatibility with collective forms of employee voice. It is based on the findings of a major international survey of human resource management (HRM) practices. We found that financial participation was not affected by collective employee voice, but that national context and associated HRM strategies had significant effects on its nature and…
The Rise of Post-Bureaucracy
Theories of post-bureaucracy point to a breakdown of traditional modes of managerial authority in the face of a range of pressures commonly associated with globalization and technological advance. This may make for a proliferation of alternative practices and/or allow for a genuine sharing of power in the workplace, associated with higher levels of responsible autonomy. Based on the findings of a series of transnational surveys, this article conf…
The Rise of Post-Bureaucracy
Theories of post-bureaucracy point to a breakdown of traditional modes of managerial authority in the face of a range of pressures commonly associated with globalization and technological advance. This may make for a proliferation of alternative practices and/or allow for a genuine sharing of power in the workplace, associated with higher levels of responsible autonomy. Based on the findings of a series of transnational surveys, this article conf…
Legal Origin and Social Solidarity
By using the classic works of Durkheim as a theoretical platform, this research explores the relationship between legal systems and social solidarity. We found that certain types of civil law system, most notably those of Scandinavia, are associated with higher levels of social capital and better welfare state provision. However, we found the relationship between legal system and societal outcomes is considerably more complex than suggested by cu…
The Oxford Handbook of Contextual Approaches to Human Resource Management
In recent years, scholars and practitioners have increasingly recognized that human resource management (HRM) has paid insufficient attention to the impact of context. While research has been devoted to examining the impact of national context on HRM systems, this literature has been largely separate from that focused on other levels of context affecting organizational choices in HRM strategies, such as the impact of the organizational environmen…
Workplace accentism as a postcolonial and intersectional phenomenon
What insights can postcolonialism and decoloniality offer into workplace accentism? Drawing upon these two strands of literature, this article contributes to workplace research through proposing a view of accentism as an intersectional phenomenon, rooted in the historically sedimented unequal social structure and relations formed during the colonial past. Based on a qualitative study of Brazilians in Portugal, we identify two forms of workplace a…
Intra-company transfers
This paper explores the role of intra-company transfers in the United Kingdom government's labour immigration policy over the last quarter century. It demonstrates their role in determining the number of non-European Economic Area foreigners working in the country and examines the way policy, both generally and specifically, has developed. It presents new statistical data and uses that evidence to examine the interplay between the government and …
Repatriation adjustment process of business employees
Social Relations, Firms and Societies
Business systems theory holds that specific nations are locked onto a particular developmental trajectory reflecting differences in both institutional configuration and corresponding social agency; these variations are reflected in the role and structuring of firms and employment practices. This article uses an international survey of firms to test the extent to which specific national business systems are distinguished by the nature and extent o…
Advancing inclusive recruitment
Scholarly interest in refugee employment often centers on the barriers faced by this group of jobseekers. This study shifts focus to employers, exploring how their practices address recruitment challenges. Our qualitative investigation of 39 Australia-based employers identifies two sets of barriers—proximal and distal—and the corresponding practices employers adopt to overcome them. We find that these barriers differ in the assumed scale, locus o…
The Factors Contributing to Work/Life Conflicts and Enrichment among Finnish Global Careerists
It has been argued (see, e.g., Haslberger and Brewster 2008; Lazarova, Westman, and Sheffer 2010; Mäkelä, Känsälä, and Suutari 2011; Mäkelä and Suutari 2011) that expatriates have difficulties balancing work with the rest of their lives. Our understanding of the issues and factors contributing to the work/non-work balance is limited. To increase our understanding of these issues, twenty semi-structured interviews were conducted with Finnish globa…
Supporting equality
Presents a Europe‐wide analysis of employment patterns which reveals three major characteristics of women′s employment: occupational segregation, part‐time working, and pay differentials. Examines how these manifest themselves as a European‐wide phenomenon, and in more detail looks at how they manifest themselves in France, the UK and The Netherlands. Presents data to explore the interrelationship of these three characteristics and their manifest…
The Business of Europe
From the long-standing drought of serious work on business and employment in Europe we have moved into a situation where there is now almost a blizzard of new publications. Since most of us have difficulty in keeping abreast of develop ments in the literature and in research and theory in our own country, this is a mixed blessing. It is rapidly reaching the stage where we will soon be required to start being as selective in our reading on Europe …
Social Relations, Firms and Societies
Business systems theory holds that specific nations are locked onto a particular developmental trajectory reflecting differences in both institutional configuration and corresponding social agency; these variations are reflected in the role and structuring of firms and employment practices. This article uses an international survey of firms to test the extent to which specific national business systems are distinguished by the nature and extent o…
HRM in Europe
Repatriation adjustment process of business employees
The Rise of Post-Bureaucracy
Theories of post-bureaucracy point to a breakdown of traditional modes of managerial authority in the face of a range of pressures commonly associated with globalization and technological advance. This may make for a proliferation of alternative practices and/or allow for a genuine sharing of power in the workplace, associated with higher levels of responsible autonomy. Based on the findings of a series of transnational surveys, this article conf…
Public sector HRM
Purpose The purpose of the paper is to outline and analyse the limitations and opportunities of decentralised human resource management (HRM) in the public sector. Design/methodology/approach The paper is based on a case study of the Estonian Central Government. Findings It is demonstrated that the absence of a central human resource strategy, combined with fragmentation, insufficient coordination and a lack of common values throughout the public…
The extended business case for childcare and leave arrangements in Western and Eastern Europe
Purpose The purpose of this paper is to propose an “extended conceptualization of the business case” including both organizational characteristics and institutional conditions to analyse employer involvement in extra statutory childcare and leave arrangements. Special attention is given to Central and Eastern European (CEE) countries. Design/methodology/approach The (multi‐level) multinomial regression analyses included company‐level data on huma…
Context, strategy and financial participation
This article investigates where financial participation is most likely to be encountered, and explores its compatibility with collective forms of employee voice. It is based on the findings of a major international survey of human resource management (HRM) practices. We found that financial participation was not affected by collective employee voice, but that national context and associated HRM strategies had significant effects on its nature and…
Varieties of Capitalism and Investments in Human Capital
This paper explores the relationship between national institutional archetypes and investments in training and development. A recent trend within the literature on comparative capitalism has been to explore the nature and extent of heterogeneity within the coordinated market economies (CMEs) of Europe. Based on a review of the existing comparative literature on training and development, and comparative firm‐level survey evidence of differences in…
Handbook of Research on Comparative Human Resource Management
Sustainable HRM in Europe
Industrial relations in South-Eastern Europe
This study critically evaluates industrial relations (IR) in South-Eastern Europe and points towards future practical and research-oriented opportunities in the region. A survey of organizational policies and practices has been used to explore the state of IR in both private and public organizations in this region. Specifically, the data, collected in 2009–2010 (including the latest changes due to the economic crisis), cover 840 different organiz…
The Routledge Companion to International Human Resource Management
International human resource management (HRM) concerns the people management policies and practices of organisations that operate across international boundaries. A key component of IHRM is the management of expatriates (Dowling, 1999) but, as this book illustrates, the subject goes much wider (Brewster et al., 2005; Brewster et al., 2011). This has been contrasted with comparative studies of HRM (Boxall, 1995), the study of the way that HRM is t…
Direct involvement, partnership and setting
This paper brings a comparative aspect to the analysis of direct involvement as the foundation for partnership. It considers how various forms of direct involvement can represent components of a broader partnership paradigm of people management, or a limited shallow partnership concession to facilitate the diffusion of top-down human resource management policies. Through the use of survey evidence, we explore the settings in which involvement is …
The Factors Contributing to Work/Life Conflicts and Enrichment among Finnish Global Careerists
It has been argued (see, e.g., Haslberger and Brewster 2008; Lazarova, Westman, and Sheffer 2010; Mäkelä, Känsälä, and Suutari 2011; Mäkelä and Suutari 2011) that expatriates have difficulties balancing work with the rest of their lives. Our understanding of the issues and factors contributing to the work/non-work balance is limited. To increase our understanding of these issues, twenty semi-structured interviews were conducted with Finnish globa…
Comparative HRM
Comparative HRM compares the way that HRM is conceptualized, focused, and targeted in, typically, different countries. As a specialist subject, it is a relatively recent area of research, although it builds on existing foundations in areas such as industrial relations and international business.
Legal Origin and Social Solidarity
By using the classic works of Durkheim as a theoretical platform, this research explores the relationship between legal systems and social solidarity. We found that certain types of civil law system, most notably those of Scandinavia, are associated with higher levels of social capital and better welfare state provision. However, we found the relationship between legal system and societal outcomes is considerably more complex than suggested by cu…
Handbook of Research on Comparative Human Resource Management
Varieties of crisis and working conditions
Greece and Serbia are historically different, yet regionally connected. Their weak institutional foundations and long-term economic turbulence have prevented them from overcoming crises, leading to the institutionalization of adverse working conditions. We focus on the outcomes of the systemic crisis in Greece and the transition crisis in Serbia, using semi-structured interviews and focus groups with managers and employees in small- and medium-si…
Convergence in Human Resource Management
This chapter takes the contextual view of human resource management (HRM) and its challenge to the universalistic perspective that is explored in the preceding chapters and adds the element of time. How does time change the relationship between countries in their way of managing HRM? Including time leads to a question that goes beyond snapshot views of how various aspects of context at different levels relate to HRM: How do these relationships an…
The Oxford Handbook of Contextual Approaches to Human Resource Management
In recent years, scholars and practitioners have increasingly recognized that human resource management (HRM) has paid insufficient attention to the impact of context. While research has been devoted to examining the impact of national context on HRM systems, this literature has been largely separate from that focused on other levels of context affecting organizational choices in HRM strategies, such as the impact of the organizational environmen…
Global migration
Migration is increasingly viewed as a high-priority policy issue among politicians, intergovernmental organizations, NGOs, and civil society throughout the world. Its implications for the private sector, for economic prosperity, and for the cross-border activities of firms are undeniable and likely to grow in importance. Yet, despite its relevance to International Business, treatment of migration in the mainstream International Business literatur…
Career capital and the MBA
It is argued that women are held back in their efforts to achieve career advancement by inequitable opportunities to acquire and leverage career capital. Using career capital theory, this empirically grounded investigation examines how female MBAs report increases in knowing-how, knowing-whom and knowing-why, in relation to their male counterparts. Women report significantly larger increases in the knowing-why form of career capital. However, des…
Intra-company transfers
This paper explores the role of intra-company transfers in the United Kingdom government's labour immigration policy over the last quarter century. It demonstrates their role in determining the number of non-European Economic Area foreigners working in the country and examines the way policy, both generally and specifically, has developed. It presents new statistical data and uses that evidence to examine the interplay between the government and …
Political science (23 obras) · Economics (21 obras) · Business (15 obras) · Sociology (13 obras) · Social Policy and Reform Studies (11 obras) · Labor Movements and Unions (9 obras) · Management (9 obras) · Computer Science (8 obras) · Geography (7 obras) · International Student and Expatriate Challenges (7 obras)