Global HRM and the dilemma of competing stakeholder interests
Abstract
Purpose
The purpose of this paper is to study the meaning of socially responsible human resource management (HRM) in the global business context.
Design/methodology/approach
This paper is based on a multiple case study and is descriptive. The study focuses on four case studies of two Finnish multinational companies. The data sources are company documents and web sites, newspapers, financial periodicals and web‐based open communication channels.
Findings
The study shows the contextual nature of socially responsible HRM and highlights the need to recognise the magnitude of the issues and viewpoints that affect the evaluation of social responsibility from the HRM point of view. The study also reveals the gap between the rhetoric used by top management and the messages given out by the HR function.
Research limitations/implications
The four cases examined in this study do not allow for empirical generalisations.
Practical implications
The study stresses that the costs and consequences of unethical behaviour cannot be overlooked when aiming to maintain the image of a socially responsible company.
Originality/value
This study addresses a research gap in HRM studies by adopting an ethical perspective and suggesting that instead of balancing global integration with responsiveness to local customs companies should find a balance between profitability and responsibility. The study provides rich material for discussion and illustration.
Keywords
Citation
Lähteenmäki, S. and Laiho, M. (2011), "Global HRM and the dilemma of competing stakeholder interests", Social Responsibility Journal, Vol. 7 No. 2, pp. 166-180. https://doi.org/10.1108/17471111111141477
Publisher
:Emerald Group Publishing Limited
Copyright © 2011, Emerald Group Publishing Limited