Compliance Police or Business Partner? Institutional Contradictions and Contested Legitimacy in Human Resources

合规警察还是商业伙伴？

• 批准号: 1157885
• 负责人: Stephen Barley
• 金额: $ 14万
• 依托单位: Stanford University
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2012
• 资助国家: 美国
• 起止时间: 2012-03-15 至 2013-02-28
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=1157885&HistoricalAwards=false
• 关键词: Compliance; Police; Business; Partner; Institutional

This is a study of the effects of competing institutional demands on the roles and practices of a profession. The research team will examine Human Resource (HR) departments and practitioners' efforts to cope with the tensions between contributing to their company's competitive advantage and ensuring its compliance with various legal mandates. Periodic surveys of HR managers find that HR has made little progress toward fulfilling a hoped-for strategic role in firms. This research team theorizes that this lack of progress may result from a fundamental conflict between competing institutional demands. They will explore how this conflict shapes actual HR practices and the roles that HR professionals play in organizations as well as the effects that such shaping may have. Empirically, the project relies on ethnographic observation, interviews, and an internal census of HR professionals in contrasting field settings: one high performer and one low performer in terms of workplace desirability. Selection of the companies to study also takes into account their industry's EEOC filing rate (claims filed per 1,000 employees), based on a unique data base created for this project. In terms of broader impacts, the results should be applicable to numerous professions affected by tensions between their aims to enhance competitiveness and efforts to ensure compliance with regulation: for example, accountants as well as CEOs dealing with Sarbanes-Oxley or automotive design engineers making tradeoffs between legislated safety targets and fuel efficiency. Furthermore, the project will create a unique database of EEOC filing rates by industry. These data will be updated annually and made available to all interested researchers. Finally, to the extent that the project uncovers the internal processes organizations use to address discrimination and unfair treatment complaints, its findings will offer an informed point of view on how agencies such as the EEOC can more effectively ensure internal compliance and, thus, reduce the burden associated with claims processing and enforcement.

这是一项关于竞争性制度要求对职业角色和实践的影响的研究。研究小组将研究人力资源（HR）部门和从业人员为应对贡献公司竞争优势与确保公司遵守各种法律规定之间的紧张关系所做的努力。对人力资源经理的定期调查发现，人力资源在履行公司所期望的战略角色方面几乎没有取得任何进展。该研究小组推测，这种缺乏进展可能是由于相互竞争的制度需求之间的根本冲突造成的。他们将探讨这种冲突如何塑造实际的人力资源实践、人力资源专业人员在组织中扮演的角色以及这种塑造可能产生的影响。从经验上看，该项目依赖于人种学观察、访谈和对人力资源专业人员在对比现场环境中的内部普查：在工作场所的吸引力方面，一名高绩效者和一名低绩效者。选择研究公司时还考虑了其​​行业的 EEOC 申请率（每 1,000 名员工提出的申请），该比例基于为此项目创建的独特数据库。就更广泛的影响而言，研究结果应该适用于许多因提高竞争力的目标与确保遵守法规的努力之间的紧张关系而受到影响的职业：例如，会计师以及与萨班斯-奥克斯利法案打交道的首席执行官或做出权衡的汽车设计工程师立法安全目标和燃油效率之间的关系。此外，该项目还将创建一个独特的按行业划分的 EEOC 申请率数据库。这些数据将每年更新并提供给所有感兴趣的研究人员。最后，就该项目揭示组织用于解决歧视和不公平待遇投诉的内部流程而言，其研究结果将为平等就业机会委员会等机构如何更有效地确保内部合规性提供明智的观点，从而减少与索赔处理和执行相关的负担。