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Explaining variation in organizational change : the reform of human resource management in the European Commission and the OECD

Explaining variation in organizational change : the reform of human resource management in the European Commission and the OECD

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KNILL, Christoph, Tim BALINT, 2008. Explaining variation in organizational change : the reform of human resource management in the European Commission and the OECD. In: Journal of European public policy. 15(5), pp. 669-690

@article{Knill2008Expla-4041, title={Explaining variation in organizational change : the reform of human resource management in the European Commission and the OECD}, year={2008}, doi={10.1080/13501760802133153}, number={5}, volume={15}, journal={Journal of European public policy}, pages={669--690}, author={Knill, Christoph and Balint, Tim}, note={Der Titel ist auch erschienen als "Working papers / Institut Barcelona d'Estudis Internacionals ; 13"} }

<rdf:RDF xmlns:rdf="http://www.w3.org/1999/02/22-rdf-syntax-ns#" xmlns:bibo="http://purl.org/ontology/bibo/" xmlns:dc="http://purl.org/dc/elements/1.1/" xmlns:dcterms="http://purl.org/dc/terms/" xmlns:xsd="http://www.w3.org/2001/XMLSchema#" > <rdf:Description rdf:about="https://kops.uni-konstanz.de/rdf/resource/123456789/4041"> <dc:language>eng</dc:language> <dc:creator>Balint, Tim</dc:creator> <dc:creator>Knill, Christoph</dc:creator> <dc:contributor>Knill, Christoph</dc:contributor> <dcterms:abstract xml:lang="eng">In this article we investigate the reforms of human resource management in the European Commission and the OECD by analysing comparatively to what extent both organizations have adjusted their respective structures towards the ideal type of the so-called new public management (NPM). The empirical findings show that reforms towards NPM are more pronounced in the Commission than in the OECD. These findings are surprising for two reasons: first, it seems paradoxical that the OECD as central promoter of NPM at the international level lags behind the global trend when it comes to reforming its own structures. Second, this result is in contradiction to theoretical expectations, as they can be derived from theories of institutional isomorphism. Nevertheless, to account for the surprising results, it is necessary to modify and complement existing theories especially with regard to the scope conditions of their causal mechanisms.</dcterms:abstract> <dc:date rdf:datatype="http://www.w3.org/2001/XMLSchema#dateTime">2011-03-24T10:10:07Z</dc:date> <dcterms:bibliographicCitation>First publ. in: Journal of European public policy 15 (2008), 5, pp. 669-690</dcterms:bibliographicCitation> <dcterms:title>Explaining variation in organizational change : the reform of human resource management in the European Commission and the OECD</dcterms:title> <dc:contributor>Balint, Tim</dc:contributor> <dcterms:available rdf:datatype="http://www.w3.org/2001/XMLSchema#dateTime">2011-03-24T10:10:07Z</dcterms:available> <bibo:uri rdf:resource="http://kops.uni-konstanz.de/handle/123456789/4041"/> <dc:format>application/pdf</dc:format> <dcterms:issued>2008</dcterms:issued> <dc:rights>deposit-license</dc:rights> <dcterms:rights rdf:resource="http://nbn-resolving.org/urn:nbn:de:bsz:352-20140905103416863-3868037-7"/> </rdf:Description> </rdf:RDF>

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