@ARTICLE{33704756_162587338_2015, 
	author = {Igor Gurkov and Evgeniy Morgunov}, 
	keywords = {, manufacturing, multinational corporations, human resource managementorganizational routines},
	title = {Human Resource Management Practices in Russian Manufacturing Subsidiaries of Multinational Corporations in 2014},
	journal = {Organizational Psychology},
	year = {2015},
	volume = {5},
	number = {3},
	pages = {68-84},
	url = {https://orgpsyjournal.hse.ru/en/2015-5-3/162587338.html},
	publisher = {},
	abstract = {Purpose. The paper seeks to identify the "universal" HRM practices employed in Russian subdivisions of multinational corporations, before or in the beginning of the "cooling economic climate" in 2014-2015 years. Also the paper aims to identify the type and factors of HRM variability within local divisions. Methodology. The paper uses a sample of 52 leaders (85% men and 15% of women aged 32 to 67 years, with managerial experience more than three years), from the various type of multinational business (food industry, chemical industry, engineering, building & construction materials). ANOVA were conducted to test hypotheses. Results. The variability of HRM practices is quite low within observed local divisions. There are some general (universal) characteristics of HRM: the predominance of open-ended employment contracts; annually payable "thirteenth salary"; paid (fully or partially) voluntary health insurance; freeor subsidized food during workday. However, there are significant differences in the amount of annual reward and the prevalence of the certain type of social benefits. Moreover, there are significant differences found in the respondent perception of organizational climate. Conclusions. The data suggest that a possible worsening of business conditions for foreign corporations will lead to a drastic change in the existing systemof HRM in their Russian departments than gradual. Originality. The study represents the first descriptionof the features of HRM practices in the Russian divisions of foreign corporations according to the survey of executives.},
	annote = {Purpose. The paper seeks to identify the "universal" HRM practices employed in Russian subdivisions of multinational corporations, before or in the beginning of the "cooling economic climate" in 2014-2015 years. Also the paper aims to identify the type and factors of HRM variability within local divisions. Methodology. The paper uses a sample of 52 leaders (85% men and 15% of women aged 32 to 67 years, with managerial experience more than three years), from the various type of multinational business (food industry, chemical industry, engineering, building & construction materials). ANOVA were conducted to test hypotheses. Results. The variability of HRM practices is quite low within observed local divisions. There are some general (universal) characteristics of HRM: the predominance of open-ended employment contracts; annually payable "thirteenth salary"; paid (fully or partially) voluntary health insurance; freeor subsidized food during workday. However, there are significant differences in the amount of annual reward and the prevalence of the certain type of social benefits. Moreover, there are significant differences found in the respondent perception of organizational climate. Conclusions. The data suggest that a possible worsening of business conditions for foreign corporations will lead to a drastic change in the existing systemof HRM in their Russian departments than gradual. Originality. The study represents the first descriptionof the features of HRM practices in the Russian divisions of foreign corporations according to the survey of executives.}
}