Olga Tregaskis
Biographic Data
| ID | 391650 |
|---|---|
| NAME | Olga Tregaskis |
| GIVEN NAMES | Olga |
| FAMILY NAME | Tregaskis |
| SIGNATURE | TREGASKIS O |
| AFFILIATIONS | University of East Anglia |
| ORCID | 0000-0002-9954-5152 |
| VERIFIED | Yes |
| TOTAL WORKS | 12 |
| TOTAL CITATIONS | 16 |
| AUTHOR COUNT | 12 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2006 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 3 |
Microfoundations of Environmental Strategy: How Support and Climate Influence Proximal Versus Distal Employee Green Behaviours
Employee green behaviour (EGB) is essential for advancing organisational sustainability, yet the role of emotional support mechanisms in fostering different types of EGB remains underexamined. This study examines how perceived organisational support (POS), perceived supervisory support (PSS) and affective commitment interact with a green organisational climate to predict EGB. Distinguishing between proximal (low‐complexity) and distal (high‐compl…
Forgotten globalizing actors: Towards an understanding of the range of individuals involved in global norm formation in multinational companies
While there is substantial literature on global mobility, roles in the global integration of multinationals are not limited to internationally mobile staff. We focus on ‘globalizing actors’, defined as those within multinationals who are involved in global norm-making. Using interview-based qualitative data, we categorize individuals’ involvement in global norm-making according to the function within norm formation in which they are involved, the…
Training and life satisfaction: A disrupted pathway to better work
Training is identified as a key feature of good quality work. Labour market education and training in the United Kingdom, however, operates within a weak institutional context and state interest is reserved for supply issues. Employer demand for a skilled labour market is constrained and the burden of investment in training is left with the individual. Can adult training in the United Kingdom offer a pathway to better work and life outcomes, part…
Whither national subsidiaries? The need to refocus international management research on structures and processes that matter
Implementing practices focused on workplace health and psychological wellbeing: A systematic review
Workplace partnership and legitimacy: A Multi-Layered Analysis of the Shop Steward Experience
The phenomenon of workplace partnership has attracted significant academic interest. This article uses case study evidence from a traditional heavy engineering MNC context to examine how the pursuit of collaborative strategies affected the roles of a multi-layered, mature community of trade union shop stewards. The analytical lens of legitimacy is used to provide insight into the contrasting experiences of senior and sectional stewards - a hither…
U.S. Multinationals and the Control of Subsidiary Employment Policies
The authors examine whether U.S. multinational companies (MNCs) are distinctive in the degree to which they exert direct control over policy on human resources and employment relations (HR/ER) in their foreign subsidiaries. The results confirm the distinctiveness of U.S. MNCs in their greater degree of direct control of policy, compared not only with non-U.S. firms but with every other major nationality or national grouping of MNCs: France, Germa…
Human Resource Management Practices in the Multinational Company: A Test of System, Societal, and Dominance Effects
Does the use of HRM practices by multinational companies (MNCs) reflect their national origins or are practices similar regardless of context? To the extent that practices are similar, is there any evidence of global best standards? The authors use the system, societal, and dominance framework to address these questions through analysis of 1,100 MNC subsidiaries in Canada, Ireland, Spain, and the United Kingdom. They argue that this framework off…
Control over Employment Practice in Multinationals: Subsidiary Functions, Corporate Structures, and National Systems
The authors use comparable data on employment practices in multinationals located in four countries-Canada, Ireland, Spain, and the United Kingdom-to examine the question, How can we explain variation among national subsidiaries of MNCs in the extent and form of control on employment matters? In accounting for variation in both output and social control, the authors explore three potential influences: the functions of the national subsidiaries wi…
The changing context of regional governance of FDI in England
This paper analyses relations between sub-national institutional actors responsible for the attraction and retention of foreign direct investment, other ‘governance’ actors in regional business systems – local and sub-regional government, cluster/sectoral bodies, RDA and LEP executives, and those involved in the coordination of skills provision – and subsidiaries of foreign-owned multinational corporations. It is based on qualitative research in …
Transnational learning structures in multinational firms: Organizational context and national embeddedness
The role of national institutional context is often overlooked in analyses of learning behaviour in multinational organizations. Drawing on arguments from institutional theory and learning theory we consider the organizational contingencies, and the institutional context in which these are embedded, in explaining the use of structures to support learning across national borders. It is hypothesized that country of origin effects on subsidiary lear…
Job control and occupational health: The moderating role of national R&D activity
Workers ( n = 17 275) from 14 European Union (EU) member states provided data on job control, job dissatisfaction, perceived risk of occupational stress, and absence. For each state, level of research and development (R&D) activity was assessed. Associations between individual levels of control and occupational health were stronger where national R&D activity was higher. The moderation occurred for individuals' levels of control in relation to jo…
U.S. Multinationals and the Control of Subsidiary Employment Policies
The authors examine whether U.S. multinational companies (MNCs) are distinctive in the degree to which they exert direct control over policy on human resources and employment relations (HR/ER) in their foreign subsidiaries. The results confirm the distinctiveness of U.S. MNCs in their greater degree of direct control of policy, compared not only with non-U.S. firms but with every other major nationality or national grouping of MNCs: France, Germa…
Human Resource Management Practices in the Multinational Company: A Test of System, Societal, and Dominance Effects
Does the use of HRM practices by multinational companies (MNCs) reflect their national origins or are practices similar regardless of context? To the extent that practices are similar, is there any evidence of global best standards? The authors use the system, societal, and dominance framework to address these questions through analysis of 1,100 MNC subsidiaries in Canada, Ireland, Spain, and the United Kingdom. They argue that this framework off…
Transnational learning structures in multinational firms: Organizational context and national embeddedness
The role of national institutional context is often overlooked in analyses of learning behaviour in multinational organizations. Drawing on arguments from institutional theory and learning theory we consider the organizational contingencies, and the institutional context in which these are embedded, in explaining the use of structures to support learning across national borders. It is hypothesized that country of origin effects on subsidiary lear…
Control over Employment Practice in Multinationals: Subsidiary Functions, Corporate Structures, and National Systems
The authors use comparable data on employment practices in multinationals located in four countries-Canada, Ireland, Spain, and the United Kingdom-to examine the question, How can we explain variation among national subsidiaries of MNCs in the extent and form of control on employment matters? In accounting for variation in both output and social control, the authors explore three potential influences: the functions of the national subsidiaries wi…
Job control and occupational health: The moderating role of national R&D activity
Workers ( n = 17 275) from 14 European Union (EU) member states provided data on job control, job dissatisfaction, perceived risk of occupational stress, and absence. For each state, level of research and development (R&D) activity was assessed. Associations between individual levels of control and occupational health were stronger where national R&D activity was higher. The moderation occurred for individuals' levels of control in relation to jo…
Workplace partnership and legitimacy: A Multi-Layered Analysis of the Shop Steward Experience
The phenomenon of workplace partnership has attracted significant academic interest. This article uses case study evidence from a traditional heavy engineering MNC context to examine how the pursuit of collaborative strategies affected the roles of a multi-layered, mature community of trade union shop stewards. The analytical lens of legitimacy is used to provide insight into the contrasting experiences of senior and sectional stewards - a hither…
Job control and occupational health: The moderating role of national R&D activity
Workers ( n = 17 275) from 14 European Union (EU) member states provided data on job control, job dissatisfaction, perceived risk of occupational stress, and absence. For each state, level of research and development (R&D) activity was assessed. Associations between individual levels of control and occupational health were stronger where national R&D activity was higher. The moderation occurred for individuals' levels of control in relation to jo…
Transnational learning structures in multinational firms: Organizational context and national embeddedness
The role of national institutional context is often overlooked in analyses of learning behaviour in multinational organizations. Drawing on arguments from institutional theory and learning theory we consider the organizational contingencies, and the institutional context in which these are embedded, in explaining the use of structures to support learning across national borders. It is hypothesized that country of origin effects on subsidiary lear…
The changing context of regional governance of FDI in England
This paper analyses relations between sub-national institutional actors responsible for the attraction and retention of foreign direct investment, other ‘governance’ actors in regional business systems – local and sub-regional government, cluster/sectoral bodies, RDA and LEP executives, and those involved in the coordination of skills provision – and subsidiaries of foreign-owned multinational corporations. It is based on qualitative research in …
U.S. Multinationals and the Control of Subsidiary Employment Policies
The authors examine whether U.S. multinational companies (MNCs) are distinctive in the degree to which they exert direct control over policy on human resources and employment relations (HR/ER) in their foreign subsidiaries. The results confirm the distinctiveness of U.S. MNCs in their greater degree of direct control of policy, compared not only with non-U.S. firms but with every other major nationality or national grouping of MNCs: France, Germa…
Human Resource Management Practices in the Multinational Company: A Test of System, Societal, and Dominance Effects
Does the use of HRM practices by multinational companies (MNCs) reflect their national origins or are practices similar regardless of context? To the extent that practices are similar, is there any evidence of global best standards? The authors use the system, societal, and dominance framework to address these questions through analysis of 1,100 MNC subsidiaries in Canada, Ireland, Spain, and the United Kingdom. They argue that this framework off…
Control over Employment Practice in Multinationals: Subsidiary Functions, Corporate Structures, and National Systems
The authors use comparable data on employment practices in multinationals located in four countries-Canada, Ireland, Spain, and the United Kingdom-to examine the question, How can we explain variation among national subsidiaries of MNCs in the extent and form of control on employment matters? In accounting for variation in both output and social control, the authors explore three potential influences: the functions of the national subsidiaries wi…
Workplace partnership and legitimacy: A Multi-Layered Analysis of the Shop Steward Experience
The phenomenon of workplace partnership has attracted significant academic interest. This article uses case study evidence from a traditional heavy engineering MNC context to examine how the pursuit of collaborative strategies affected the roles of a multi-layered, mature community of trade union shop stewards. The analytical lens of legitimacy is used to provide insight into the contrasting experiences of senior and sectional stewards - a hither…
Implementing practices focused on workplace health and psychological wellbeing: A systematic review
Whither national subsidiaries? The need to refocus international management research on structures and processes that matter
Training and life satisfaction: A disrupted pathway to better work
Training is identified as a key feature of good quality work. Labour market education and training in the United Kingdom, however, operates within a weak institutional context and state interest is reserved for supply issues. Employer demand for a skilled labour market is constrained and the burden of investment in training is left with the individual. Can adult training in the United Kingdom offer a pathway to better work and life outcomes, part…
Forgotten globalizing actors: Towards an understanding of the range of individuals involved in global norm formation in multinational companies
While there is substantial literature on global mobility, roles in the global integration of multinationals are not limited to internationally mobile staff. We focus on ‘globalizing actors’, defined as those within multinationals who are involved in global norm-making. Using interview-based qualitative data, we categorize individuals’ involvement in global norm-making according to the function within norm formation in which they are involved, the…
Microfoundations of Environmental Strategy: How Support and Climate Influence Proximal Versus Distal Employee Green Behaviours
Employee green behaviour (EGB) is essential for advancing organisational sustainability, yet the role of emotional support mechanisms in fostering different types of EGB remains underexamined. This study examines how perceived organisational support (POS), perceived supervisory support (PSS) and affective commitment interact with a green organisational climate to predict EGB. Distinguishing between proximal (low‐complexity) and distal (high‐compl…
Business (9 works) · Economics (9 works) · Political science (9 works) · Management (7 works) · Multinational corporation (7 works) · Economic geography (6 works) · Subsidiary (6 works) · Labor Movements and Unions (5 works) · Demographic economics (4 works) · Economic system (4 works)