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PurposeThe purpose of this paper is to explore determinants that affect foreign subsidiary staffing policies by employing institutional theory as a theoretical foundation.Design/methodology/approachHypotheses are developed regarding determinants of the ratio of parent country nationals (PCNs) to foreign subsidiary employees. To examine the hypotheses, Tobit regressions are run using a sample of 1,998 foreign subsidiaries of Japanese manufacturers in 40 countries.FindingsThe PCN ratio of foreign subsidiaries is positively associated with the parent firm's taken‐for‐granted PCN ratio and the PCN ratio adopted by other Japanese firms in the same cognitive category. In addition, the positive relationship between the PCN ratio adopted by other Japanese firms in the same cognitive category and the PCN ratio of foreign subsidiaries is moderated by the international experience of the parent firm, such that the positive relationship is weaker as the parent firm accumulates international experience.Originality/valueThe study described in this paper incorporates a sociological perspective into a framework that explains foreign subsidiary staffing decisions. In addition, it shows that under conditions of uncertainty, foreign firms adopt a normatively rational staffing policy, although this does not necessarily guarantee economic rationality.

Historically, utilities have been granted a natural monopoly status through the
regulatory process. Under such conditions, utilities need to prove to their regulators that their
expenditures were necessary to comply with imposed "obligation to serve." When these
prudency arguments are successful, the utilities may recover their costs plus a rate of return.Some have argued that this structure has not created an environment that fosters productive
efficiency. With deregulation on the horizon, the utility business is changing. To survive the
21st century, utilities need to find ways to improve their efficiency. One such avenue is
strategic staffing.

OBJECTIVE: The objective of this study was to addresses the basic question of whether alternative legislative approaches are effective in encouraging hospitals to increase nurse staffing. METHODS: Using 16 years of nationally representative hospital-level data from the American Hospital Association (AHA) annual survey, we employed a difference-in-difference design to compare changes in productive hours per patient day for registered nurses (RNs), licensed practical/vocational nurses (LPNs), and nursing assistive personnel (NAP) in the state that mandated staffing ratios, states that legislated staffing committees, and states that legislated public reporting, to changes in states that did not implement any nurse staffing legislation before and after the legislation was implemented. We constructed multivariate linear regression models to assess the effects with hospital and year fixed effects, controlling for hospital-level characteristics and state-level factors. RESULTS: Compared with states with no legislation, the state that legislated minimum staffing ratios had an 0.996 (P<0.01) increase in RN hours per patient day and 0.224 (P<0.01) increase in NAP hours after the legislation was implemented, but no statistically significant changes in RN or NAP hours were found in states that legislated a staffing committee or public reporting. The staffing committee approach had a negative effect on LPN hours (difference-in-difference=−0.076, P<0.01), while the public reporting approach had a positive effect on LPN hours (difference-in-difference=0.115, P<0.01). There was no statistically significant effect of staffing mandate on LPN hours. CONCLUSIONS: When we included California in the comparison, our model suggests that neither the staffing committee nor the public reporting approach alone are effective in increasing hospital RN staffing, although the public reporting approach appeared to have a positive effect on LPN staffing. When we excluded California form the model, public reporting also had a positive ...

Profitivity is a term created to reaffirm the point that one of the most practical and available ways Competencies in the Real World: Performance Management for the Relationally Healthy Organization to maximize profit is through maximizing productivity. Although automation and invention are examples of other critical elements, managing the people resource is the most accessible and immediate opportunity and the action most capable of producing significant returns in the shortest amount of time. Most organizations can realize significant gains in productivity through three concurrent and equally important strategies. This article outlines those three strategies and illustrates four steps involved in optimizing strategic staffing. Following this process can result in a win-win situation: The organization wins by achieving improved results, and the employees win with higher rewards.

Attracting, managing and retaining talented employees is an important area of human resource management. Managing talent across an organization's global network presents many challenges including expatriation and repatriation issues, cross-cultural adjustment of employees, and operating in different regulatory and economic environments. This volume provides insights into multinational enterprises' (MNEs) global staffing and global talent management (GTM), and covers issues of global mobility from organizational, individual and contextual perspectives. The chapters in this edited volume cover historical development of expatriation, use of self-initiated and company-assigned expatriates, talent management in entrepreneurial firms, and talent retention through effective expatriation and repatriation programs in transitioning and emerging economies.

Students of legislative politics are divided over the relationship between electoral vulnerability and the type of "home style" members of Congress adopt in terms of their district staffing decisions. The conventional wisdom asserts that an increase in electoral vulnerability corresponds with a legislator increasing the number of district staffers. However, another body of works implies that the inverse relationship should occur. To settle these competing claims, we explore the staffing decisions of legislators serving in the House of Representatives between the 101st and 113th Congress. We find that an increase in electoral vulnerability is associated with a decrease in district staffers. These results cast doubt on the widely held view that a legislator's electoral vulnerability results in an increase in district attentiveness at least in terms of their district staff. Additionally, our findings provide several insights into the relationship between elections and representation.