Accountable and Thus Legitimate? A Comparative Study of Philanthropists

This article takes a comparative qualitative approach to explore the intertwined external accountability and legitimacy attempts of independently wealthy philanthropists. By comparing accountability forums and institutional logics stated by philanthropists, it is investigated to whom they are externally accountable and how they legitimate their controversial funding of public goods. The study compares the external accountability and legitimacy attempts of philanthropists with that of public agencies, corporations, and fundraising-dependent nonprofits. Empirically, this is a cross-sectional study of funders supporting human embryonic stem cell research in either California or Sweden. The study shows that it is through local isomorphism, rather than any specific accountability forum or institutional logic, that philanthropists are accountable and thus legitimate their giving. This is in contrast to other types of funders, which are more similar within each form when comparing accountability forums across societies, and more similar within societies in their usage of institutional logics, with certain patterned statements. In addition, philanthropists in both societies are more detached than any other type of funder as regards both specific patient populations and the general electorate. This finding raises questions on what philanthropists’ private funding for public purposes actually entails.

Equivalent conditions for digital covering maps

It is known that every digital covering map p:(E,k) ? (B,?) has the unique path lifting property. In this paper, we show that its inverse is true when the continuous surjective map p has no conciliator point. Also, we prove that a digital (k,?)-continuous surjection p:(E,k)? (B,?) is a digital covering map if and only if it is a local isomorphism, when all digital spaces are connected. Moreover, we find out a loop criterion for a digital covering map to be a radius n covering map.

Local isomorphism and multinational enterprises’ human resource management practices: Extending the research agenda

Local isomorphism constitutes the regulatory, cognitive and normative profile of a host country. The regulatory institutional setting reflects the rules and legislation governing collective bargaining agreements, trade unions, local content laws and employment relationships. The cultural or cognitive dimension supports the widely held cultural and social knowledge and the normative profile acknowledges the influences of social groups and organizations on acceptable normative behaviour. Earlier literature lends support to the importance of institutional profile and its influence on the design and implementation of multinational enterprises’ human resource management policies and practices. This paper seeks to advance the concept of local isomorphism and highlight the implications of local isomorphism for future research on the transfer of multinational enterprises’ human resource management practices across and between subsidiaries.

HRM practices of MNEs and domestic firms in Ghana: divergence or convergence?

Purpose The purpose of this paper is to adopt the convergence-divergence perspective to examine the extent of similarities and differences in human resource management practices between multinational enterprise subsidiaries and local firms in Ghana. Design/methodology/approach This paper draws from multiple case study evidence using in-depth face-to-face interviews and document analysis. The data were analyzed in four stages using both thematic analysis and cross-case analysis techniques. Findings The authors found both convergence and divergence, however, the evidence points to more convergence and direction toward convergence between MNEs and local firms’ HRM practices. Research limitations/implications Even though there was evidence of cultural embeddedness within local firms in the adoption of certain HRM practices, the influence of national culture on HRM practice convergence between MNEs and local firms has been limited. Thus, the convergence-divergence debate through the lens of national culture may need to be re-examined. Practical implications The evidence of convergence and direction toward convergence tendencies within the context can be argued to be less underpinned by local isomorphism limited host-country influence. Practically, there is something to learn from indigenous Ghanaian organizations that can contribute to HRM advancement, the Ghanaian concept of annual durbars, annual or semi-annual gatherings to take stock of past activities and to award hard working staff, could provide the platform to strengthen the employer-employee relationship at the firm level. Originality/value This study fills an important contextual gap (a less developed country’s context) within the convergence-divergence debate and contributes to informing new knowledge of the convergence-divergence debate, which points to more convergence and direction toward convergence between MNEs and local firms’ HRM practices.