TY  - CHAP
AU  - Suutari, V.
AU  - Brewster, C.
AU  - Tornikoski, C.
PY  - 2013
UR  - https://hdl.handle.net/2066/193904
PB  - Basingstoke, UK : Palgrave Macmillan
TI  - The careers of self-initiated expatriates
EP  - 180
SN  - 9780230392793
SP  - 159
CT  - Vaiman, V.; Haslberger, A. (ed.), Talent Management of Self-initiated Expatriates
ER  - 
TY  - CHAP
AU  - Poutsma, E.
AU  - Ligthart, P.E.M.
AU  - Pendleton, A.
AU  - Brewster, C.
PY  - 2013
UR  - https://hdl.handle.net/2066/112178
PB  - Houndmills, Basingstoke : Palgrave Macmillan
TI  - The Development of Employee Financial Participation in Europe
EP  - 213
SN  - 9780230354838
SP  - 179
CT  - Parry, E.; Stravrou, E.; Lazarove, M. (ed.), Global Trends in Human Resource Management
DO  - https://doi.org/10.1057/9781137304438.0017
ER  - 
TY  - CHAP
AU  - Suutari, V.
AU  - Brewster, C.
AU  - Tornikoski, C.
PY  - 2013
UR  - https://hdl.handle.net/2066/123146
AB  - As it is evidenced by this book, and other recent texts in international human resource management, the initial recognition (Suutari and Brewster, 2000) of self-initiated expatriation among the international workforce has been followed by a burst of research into the topic (Dorsch, Suutari, and Brewster, 2012). Already, it is clear that, while some of the literature on international human resource management that is drawn from company samples and is devoted to analyses of company-assigned expatriates can be ‘read across’ to self-initiated expatriates (SIEs), much is less relevant.
PB  - Basingstoke, UK : Palgrave MacMillan
TI  - The Careers of Self-Initiated Expatriates
EP  - 180
SN  - 9780230392793HB
SP  - 159
CT  - Vaiman, V.; Haslberger, A. (ed.), Talent Management of Self-Initiated Expatriates: A Neglected Source of Global Talent
DO  - https://doi.org/10.1057/9780230392809
ER  - 
TY  - JOUR
AU  - Suutari, V.
AU  - Brewster, C.
AU  - Riusala, K.
AU  - Syrjäkari, S.
PY  - 2013
UR  - https://hdl.handle.net/2066/123140
TI  - Managing non-standard international experience: evidence from a Finnish company
EP  - 138
SN  - 2049-8799
IS  - iss. 2
SP  - 118
JF  - Journal of Global Mobility: the Home of Expatriate Management Research
VL  - vol. 1
PS  - 21 p.
DO  - https://doi.org/10.1108/JGM-10-2012-0014
ER  - 
TY  - JOUR
AU  - Brewster, C.
AU  - Gollan, P.J.
AU  - Wright, P.M.
PY  - 2013
UR  - https://hdl.handle.net/2066/123137
TI  - Guest Editors' Note: Human Resource Management and the Line
EP  - 838
SN  - 0090-4848
IS  - iss. 6
SP  - 829
JF  - Human Resource Management
VL  - vol. 52
PS  - 10 p.
DO  - https://doi.org/10.1002/hrm.21594
ER  - 
TY  - CHAP
AU  - Farndale, E.
AU  - Brewster, C.
AU  - Poutsma, F.
PY  - 2012
UR  - https://hdl.handle.net/2066/112165
AB  - The impact of institutionalized contexts on the HRM activities of multinational firms has
become a focus of increasing attention in recent literature. However, theories of how different
types of business systems or market economies may influence HRM, and the impact of
context on multinational corporations (MNCs) operating under these different conditions are
still not fully tested. In this paper the influence of the extent of institutional embeddedness of
different national contexts (based on varieties of capitalism theory) on the HRM activities of
MNCs is explored through the use of extensive survey data from four countries: the UK,
Germany, the Netherlands and Sweden. Evidence is found of differences in HRM practices
between foreign- and domestic-owned MNCs, as well as between MNCs and domestic
organizations. Although less than expected, the restricted amount of leeway within a
coordinated economy also appears to have differential effects on the various HRM practices
explored in these foreign and domestic organizations.
PB  - London and New York : Routledge
TI  - Coordinated vs. liberal market HRM: the impact of institutionalization on multinational firms
EP  - 29
SN  - 9780415679367
SP  - 10
CT  - Lazarova, M.B.; Morley, M.J.; Tyson, S. (ed.), International Human Resource Management. Policy and Practice
ER  - 
TY  - CONF
AU  - Farndale, E.
AU  - Brewster, C.
AU  - Poutsma, F.
AU  - Ligthart, P.E.M.
PY  - 2012
UR  - https://hdl.handle.net/2066/158445
PB  - Boston : Annual Meeting of the Academy of Management
TI  - Changing Dualities. Institutional frameworks and development of HRM practices
CT  - Proceedings of the Annual Meeting of the Academy of Management
N1  - Annual Meeting of the Academy of Management, 3 augustus 2012
ER  - 
TY  - CONF
AU  - Poutsma, F.
AU  - Ligthart, P.E.M.
AU  - Pendleton, A.
AU  - Brewster, C.
PY  - 2012
UR  - https://hdl.handle.net/2066/158446
PB  - NJ, USA : Rutgers University, School of Management and Labor Relations
TI  - Do strategy factors determine the development of financial participation over a long period? Evidence from a European survey
CT  - Proceedings of the conference of the International Association for the Economics of Participation
N1  - Conference of the International Association for the Economics of Participation, 12 juli 2012
ER  - 
TY  - CONF
AU  - Poutsma, F.
AU  - Ligthart, P.E.M.
AU  - Farndale, E.
AU  - Brewster, C.
PY  - 2011
UR  - https://hdl.handle.net/2066/158447
PB  - Estonia : Estonian Business School
TI  - Convergence and Divergence of HRM Practices in Multinational and Domestic Firms and Liberal & Coordinated Market Economies. A Longitudinal European Survey
CT  - Proceedings of the 11th EURAM
N1  - 11th EURAM, 1 juni 2011
ER  - 
TY  - CHAP
AU  - Sparrow, P.
AU  - Brewster, C.
AU  - Ligthart, P.E.M.
PY  - 2009
UR  - https://hdl.handle.net/2066/78347
PB  - Chichester : Wiley & Sons
TI  - Globalizing Human Resource Management: Examining the Role of Networks
EP  - 388
SN  - 9781405167406
SP  - 363
CT  - Sparrow, P.; et al (ed.), Handbook of International Human Resource Management: Integrating People, Process, and Context
ER  - 
TY  - JOUR
AU  - Farndale, E.
AU  - Brewster, C.
AU  - Poutsma, F.
PY  - 2008
UR  - https://hdl.handle.net/2066/68598
AB  - The impact of institutionalized contexts on the HRM activities of multinational firms has become a focus of increasing attention in recent literature. However, theories of how different types of business systems or market economies may influence HRM, and the impact of context on multinational corporations (MNCs) operating under these different conditions are still not fully tested. In this paper the influence of the extent of institutional embeddedness of different national contexts (based on varieties of capitalism theory) on the HRM activities of MNCs is explored through the use of extensive survey data from four countries: the UK, Germany, the Netherlands and Sweden. Evidence is found of differences in HRM practices between foreign- and domestic-owned MNCs, as well as between MNCs and domestic organizations. Although less than expected, the restricted amount of leeway within a coordinated economy also appears to have differential effects on the various HRM practices explored in these foreign and domestic organizations.
TI  - Coordinated vs. liberal market HRM: the impact of institutionalisation on multinational firms
EP  - 2023
SN  - 0958-5192
IS  - iss. 11
SP  - 2004
JF  - International Journal of Human Resource Management
VL  - vol. 19
PS  - 15 p.
DO  - https://doi.org/10.1080/09585190802404247
ER  - 
TY  - BOOK
AU  - Pendleton, A.D.
AU  - Poutsma, F.
AU  - Ommeren, J.W. van
AU  - Brewster, C.
PY  - 2001
SN  - 928970134X
UR  - https://hdl.handle.net/2066/169894
PB  - Luxembourg : Office for Official Publications of the European Communities
TI  - Employee share ownership and profit-sharing in the European Union
PS  - X, 102 p.
L1  - https://repository.ubn.ru.nl/bitstream/handle/2066/169894/169894.pdf?sequence=1
ER  -