Os determinantes do pagamento por desempenho em subsidiárias argentinas de empresas multinacionais

Autores

  • Marcelo Delfini Investigador, Consejo Nacional de Investigaciones Científicas y Técnicas - CONICET, Buenos Aires, Argentina. Jefe de Trabajos Prácticos, Carrera de Relaciones del Trabajo, Facultad de Ciencias Sociales, Universidad de Buenos Aires, Buenos Aires, Argentina.
  • Ignacio Cretini Becario doctoral, Centro de Investigaciones y Transferencia Golfo San Jorge, Consejo Nacional de Investigaciones Científicas y Técnicas – CONICET, Buenos Aires, Argentina.
  • Alejandra Quadrana Becaria doctoral, Instituto de Industria de la Universidad Nacional de General Sarmiento, Consejo Nacional de Investigaciones Científicas y Técnicas – CONICET, Buenos Aires, Argentina.

DOI:

https://doi.org/10.18046/j.estger.2018.149.2872

Palavras-chave:

Pagamentos de desempenho, Empresas multinacionais, Avaliação de desempenho

Resumo

O objetivo deste artigo é estabelecer os fatores que determinam o desempenho de pagamentos em empresas multinacionais na Ar­gentina. O estudo é realizado através de um modelo de regressão logística e, adicionalmente, incorpora-se uma análise dos efeitos marginais sobre as variáveis explicativas a partir de uma pesquisa realizada com 83 subsidiarias de empresas multinacionais. Os re­sultados indicam que a probabilidade de incorporar pagamentos por desempenho aumenta quando as empresas têm níveis mais altos de vendas externas e são transnacionalizadas, enquanto diminui para aquelas empresas com controle local de recursos humanos e onde há uma significativa presença sindical. Finalmente, não observa-se um impacto significativo pelo país de origem da empresa.

Downloads

Os dados de download ainda não estão disponíveis.

Referências

Agresti, A. (2007). An Introduction to Categorical Data Analysis. Second Edition. New Jersey: John Wiley & Sons.

Ahlvik, C. y Bjorkman, I. (2015). Towards explaining subsidiary implementation, integration, and internalization of MNC headquarters HRM practices. International Business Review, 24(3), 497-505.

Almond, P. (2011). Re-visiting country of origin effects on HRM in multinational corporations. Human Resource Management Journal, 21(3), 258-271.

Arrowsmith, J. y Marginson, P. (2011). Variable pay and collective bargaining in British retail banking. British Journal of Industrial Relations, 49(1), 54-79

Barth, E., Bratsberg, B., Haegeland, T. y Oddbjorn, R. (2012). Performance pay, union bargaining and within firm inequality. Oxford Bulletin of Economics and Statistics, 74, 327-62.

Bartram, T., Boyle, B. y Staton, P. (2015). Performance and reward practices of multinational corporations operating in Australia. Journal of Industrial Relations, 57(2), 210-231.

Bélanger, J., Giles, A. y Grenier, J. (2003). Patterns of corporate influence in the host country: a study of ABB in Canada. International Journal of Human Resource Management, 14(3), 469-85.

Bloom, M., Milkovich, G. y Mitra, A. (2003). International compensation: learning from how managers respond to variations in local host contexts. International Journal of Human Reource Managment, 14, 1350- 1367.

Bryson, A., Forth, J. y Stokes, L. (2014). The performance pay premium: How big is it and does it affect wage dispersion? IZA Discussion Paper Series, No. 8360. Bonn, Germany. Institute for the Study of Labor.

Cameron, A. C. y Trivedi, P. K. (2009). Microeconometrics using Stata. Texas: Stata Press.

Cappelli, P. y Conyon, M. (2018). What Do Performance Appraisals Do? ILR Review, 71(1), 86-116.

Chudnovsky, D. y López, A. (2001). La inversión extranjera directa en el mercosur. Un análisis comparativo. En D. Chudnovsky (Coord.), El boom de inversión extranjera directa en el Mercosur. Madrid: Siglo Veintiuno.

Delfini, M. (2011). Relaciones laborales y “gestión de recursos humanos” en filiales de empresas multinacionales en Argentina. Sociedad y Economía, 20, 171-195.

Dølvik, J. y Nergaard, K. (2011). Variable pay, collective bargaining and trade unions: A comparison of machinery and banking companies in Norway. Economic and Industrial Democracy, 33(2), 267-293.

Edwards, T. y Kuruvilla, S. (2005). International HRM: National business systems, organizational politics and the international division of labour in MNCs. The International Journal of Human Resource Management, 16(1), 1-21.

Edwards, T., Marginson, P. y Ferner, A. (2013a). Multinational companies in cross-national context: integration, differentiation and the interactions between MNCs and nation states. Industrial and Labor Relations Review, 66(3), 547-587.

Edwards, T., Tregaskis, O., Collings, D., Jalette, P. y Susaeta, L. (2013b). Control over employment practice in multinationals: Subsidiary functions, corporate structures, and national systems. ILR Review, 66(3), 670-95.

Edwards, T., Sánchez-Mangas, R., Jalette, P., Lavelle, J. y Minbaeva, D. (2016). Global standardization or national differentiation of HRM practices in multinational companies? A comparison of multinationals in five countries. Journal of International Business Studies, 47(8), 991-1021.

Evans, P. (1992). Management development as glue technology. Human Resource Planning, 15(1), 85-106.

Ferner, A., Edwards, T. y Tempel, A. (2011). Power, institutions and the crossnational transfer of employment practices in multinationals. Human relations, 65(2), 163-187.

Ferner, A. y Almond, P. (2013). Performance and reward practices in foreign multinationals in the UK. Human Resource Management Journal, 23(3), 241-261.

Ferner, A., Belanger, J., Tregaskis, O., Morley, M. y Quintanilla, J. (2013). US MNCs and the control of subsidiary human resource and employment practice. Industrial and Labor Relations Review, 66(3), 645-696.

Freeman, D. H. (1987). Applied categorical data analysis. New York: Marcel Dekker Inc.

Gittleman, M. (2014). Pay for Performance and Compensation Inequality: Evidence from the ECEC. ILR Review, 68(1), 28-52.

Grote, R. (2005). Forced Ranking: Making Performance Management Work. Boston, MA: Harvard Business School.

Gunnigle, P., Lavelle, J. y McDonnell, A. (2007). Industrial relations in MNC: double-breasting and trade union avoidance in Ireland. Working Paper, Department of Personnel and Employment Relations, Kemmy Business School, University of Limerick, Irlanda.

Hanmer, M. J. y Ozan Kalkan, K. (2012). Behind the Curve: Clarifying the Best Approach to Calculating Predicted Probabilities and Marginal Effects from Limited Dependent Variable Models. American Journal of Political Science, 57(1), 263-277.

Heery, E. (2000). Trade unions and the management of reward. En G. White y J. Druker (Eds.), Reward Management. A Critical Text (54-83). Londres: Routledge.

Heywood, J. y Jirjahn, U. (2014). Variable Pay, Industrial Relations and Foreign Ownership: Evidence from Germany. British Journal of Indus trial Relations, 52(3), 521-552.

Hoetker, G. (2007). The use of Logit and Probit Models in Strategic Ma nagement Research: Critical issues. Strategic Management Journal, 28, 331–343.

Jacoby, S. (1997). Modern Manors: Welfare Capitalism since the New Deal. Princeton, NJ: Princeton University Press.

Kristensen, P. y Zeitlin, J. (2005). Local Players in Global Games: The Stra tegic Constitution of a Multinational Corporation. Oxford: Oxford Uni versity Press.

Marginson, P., Arrowsmith, J. y Gray, M. (2008). Undermining or refra ming collective bargaining? Variable pay in two sectors compared. Human Resource Management Journal, 18(4), 327-346.

McDonnell, A., Gunnigle, P., Lavelle, A. y Lamare, R. (2015). Beyond ma nagerial talent: ‘key group’ identification and differential compensa tion practices in multinational companies. The International Journal of Human Resource Management, 27(12), 1299-1318.

Menard, S. W. (2001). Applied logistic regression analysis. Sage University Papers Series on Quantitative Applications in the Social Sciences, 07-106. California, Estados Unidos: Sage Publications.

Nergaard, K., Dølvik, J., Marginson, P., Arasanz Díaz, J. y Bechter, B. (2009). Engaging with Variable Pay: A Comparative Study of the Metal Industry. European Journal of Industrial Relations, 15(2), 125-146.

O´Brien, R. M. (2007). A Caution Regarding Rules of Thumb for Variance Inflation Factors. Quality & Quantity, 41, 673–690.

Pudelko, M. y Harzing, A. (2008). The Golden Triangle for MNCs: Stan dardization Towards Headquarters Practices, Standardization To wards Global Best Practices and Localization. Organizational Dynam ics, 37(4), 394–404.

Rubery, J. y Grimshaw, D. (2003). The Organization of Employment: An In ternational Perspective. Basingstoke: Palgrave Macmillan.

Shibata, H. (2002). Wage and performance appraisal systems in flux: a Japan–United States comparison. Industrial Relations, 41(4), 629–652.

Singh S., Darwish, K., Wood, G. y Fattaah Mohamed, A. (2016). Institu tions, complementarity, human resource management and perfor mance in a South-East Asian Petrostate: the case of Brunei. The International Journal of Human Resource Management, 28(18), 2538- 2569.

Tang, W., He, H. y Tu, X. M. (2012). Applied Categorical and Count Data Analysis. Boca Raton: Taylor & Francis Group.

Tweedie, D., Wild, D., Rhodes, C. y Martinov-Bennie, N. (2018). How Does Performance Management Affect Workers? Beyond Human Resource Management and Its Critique. International Journal of Man agement Reviews, 20(2), 205-231.

Williams, R. (2012). Using the margins command to estimate and inter pret adjusted predictions and marginal effects. The Stata Journal, 12(2), 308–331.

Publicado

2018-12-19

Edição

Seção

Artigos de pesquisa

Como Citar

Os determinantes do pagamento por desempenho em subsidiárias argentinas de empresas multinacionais. (2018). Estudios Gerenciales, 34(149), 411-421. https://doi.org/10.18046/j.estger.2018.149.2872