New organisational forms: Devolvement of responsibilities and its impact on the firm. A comparative analysis of Austria, Germany and Sweden at the example of the human resource function


Type Research Project

Funding Bodies
  • Oesterreichische Nationalbank (Jubiläumsfonds)

Duration Oct. 1, 1999 - Sept. 30, 2002

  • Mathematical Methods in Statistics AE (Former organization)
  • Interdisciplinary Institute for Management and Organizational Behavior IN (Details)
  • Institute for Nonprofit Management IN (Details)

Tags

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  • Erten, Christiane (Details)
  • Iellatchitch, Alexandre (Former researcher)
  • Ledolter, Johannes (Former researcher) Project Head
  • Mattl, Christine (Details)
  • Mayrhofer, Wolfgang (Details) Project Head
  • Strunk, Guido (Former researcher)
 

Abstract (German)

Globalisierung, technologischer Wandel oder Verkürzung von Produktlebenszyklus führen zu deutlichen Veränderungen von organisationalen Strukturen und Prozessen. Diese häufig mit Attributen wie virtuell, netzwerkartig, lernend oder heterarchisch bezeichneten neuen Organisationsformen haben neben aller Verschiedenheit auch gemeinsame Aspekte wie die Entstehung neuer Formen von Koordination und Kontrolle oder erhöhte Anforderungen an die Humanressourcen. Ein zentraler Aspekt dieser neuen Organisationsformen ist die Verlagerung von Verantwortung weg von zentralen, spezialisierten Einheiten hin zum Linienmanagement. Dieser Aspekt steht im Kern des Projekts. Am Beispiel der Entwicklungen im Bereich des Managements der Humanressourcen wird untersucht, (1) ob bzw. inwieweit eine solche Verantwortungsverlagerung tatsächlich auf breiter Basis zu beobachten ist, (2) wie diese von den Unternehmen in praxis durchgeführt wird, (3) welche Konsequenzen solche Veränderungen für das Unternehmen insgesamt und für zentrale interne Stakeholder wie das (Personal-)Management oder die Beschäftigten haben und (4) wie diese Aspekte sich im europäischen Kontext insgesamt und in Österreich, Deutschland und Schweden im besonderen darstellen. Das Projekt verwendet sowohl Umfragedaten, insbesondere die im Rahmen des Cranfield Network on European Human Resource Management erhobenen Daten, als auch Daten aus Einzelfallstudien in Unternehmen.


Abstract (English)

It is widely assumed that pressures such as globalisation, technological change and shortening of product cycles lead to radical innovations and new organisational forms. Although there are differences between the new organisational forms, they offer several new innovative ideas. Among these are the outsourcing of low-value activities, the provision of front-line managers with full autonomy and the development of more flexible, project-based forms of organisation. It is anticipated that these changes will lead to growing demands on interpersonal, intellectual, psychological, social and technical employee skills. Currently not only the extent of these changes, but also the abilities of organisations to cope with them are subject to discussion. The project focuses on the devolvement of responsibilities from central units to line management linked with these new organisational forms. Because of the importance of the human resource function we focus on this area. There are four major research objectives. Firstly, to analyse the extent of change towards new organisational arrangements, i.e. the devolvement of responsibilities from central human resource specialists to line management over time and between countries. Secondly, to study how the shift of human resource responsibility to line managers works in practice. Thirdly, to examine the impact of such a devolvement on the firm, employees and managers. Fourthly, to describe and explain differences between the countries studied in the extent to which new organisational forms have been adopted and in the way in which they have been implemented. For the research a survey data as well as case study data will be used. The survey data will be mainly based on information from a major survey about human resource management in Europe done by the Cranfield Network on European Human Resource Management (Cranet-E).

Partners

  • Leicester Business School - United Kingdom

Publications

Journal article

2004 Mayrhofer, W., Müller-Camen, M., Ledolter, J., Strunk, G., Erten, C.. 2004. Devolving Responsibilities for Human Resource to Line Management? An Empirical Study About Convergence in Europe. Journal for East European Management Studies 9 (2): 123-146 (Details)

Contribution to conference proceedings

2001 Mayrhofer, W., Ledolter, J., Müller, M., Erten-Buch, C. & Strunk, G.. 2001. New organisational forms in Europe? A longitudinal study from HRM-perspective. Global HRM Conference. Comparative HRM - Learning from Diversity, Proceedings-CD (Details)
2000 Müller-Camen, M., Ledolter, J., Mayrhofer, W., Strunk, G., Erten-Buch, C.. 2000. Neue Formen der Arbeitsorganisation - die europäische Perspektive. Workshop Organisation und Ordnung der Japanischen Wirtschaft I 'New Economy' Neue Formen der Arbeitsorganisation in Japan. Duisburg: Duisburger Arbeitspapiere Ostasienwissenschaften: 17-40 (Details)

Paper presented at an academic conference or symposium

2002 Mayrhofer, W., Müller-Camen, M., Ledolter, J., Strunk, G., Erten-Buch, C.. 2002. Converging for Success? European Human Resource Practices and Organisational Performance in the 1990s - An Empirical Analysis. 2nd International Conference on Human Resource Management in Europe 'Trends and Challenges', Athens University of Economics and Business, 17.10.2002 (Details)
  Müller-Camen, M., Mayrhofer, W., Ledolter, J., Strunk, G., Erten-Buch, C.. 2002. Unternehmenserfolg und Personalmanagement: Eine international vergleichende empirische Analyse. Pfingsttagung des Verband der Hochschullehrer für Betriebswirtschaft, München 21.-24.05.2002 (Details)

Research report, expert opinion

2002 Mayrhofer, W., Müller-Camen, M., Ledolter, J., Strunk, G., Erten-Buch, C., Iellatchitch, A., Mattl, C.. 2002. New Organisational Forms. Development of Responsibilities and its Impact on the Firm. A Comparative Analysis of European Companies using the Example of the Human Resource Function. Abschlußbericht, Wirtschaftsuniversität Wien. Gefördert vom Jubiläumsfonds der Österreichischen Nationalbank, Projektnummer 7978, Wien (Details)

Classification

  • 5333 Business management (Details)
  • 5352 Human resource management, personnel management (Details)
  • 5405 Empirical social research (Details)

Expertise

  • line management
  • human resource management