National context as a predictor of high-performance work system effectiveness in small-to-medium-sized enterprises (SMEs): a UK–French comparative analysis

Abstract

High-performance work systems (HPWSs), a large firm model, have recently attracted interest within small-to-medium-sized enterprises (SMEs). In addition, institutional settings have been shown as an important determinant in the types of human resource management (HRM) practices adopted by employers. This paper progresses these topics through a comparative analysis of SMEs within Cote d'Opale/Nord Pas de Calais (French) and Kent (UK) regions. Clear divergence is evident in the nature of HPWS. Whilst UK SMEs are found to adopt a wider range of practices, French firms exhibit a higher degree of integration portrayed through a collective range of practices that engender employee participation and commitment.

Keywords:

• comparative HRM
• high-performance work systems
• institutional context
• small-to-medium-sized enterprises

Acknowledgements

The authors would like to thank Nick Bacon, Paul Edwards and Caroline Lloyd for useful comments on an earlier draft of the paper.

Notes

1. European Union (EU) funded project entitled ‘Sustainable Business and Productivity Growth for SMEs' led by the Centre for Employment, Competitiveness and Growth at the University of Kent. The authors would like to acknowledge the contribution of researchers at Laboratoire RII, Boulogne.

2. EU concerning the definition of micro (0–9 employees), small (10–49 employees) and medium-sized enterprises (50+ employees). Company selection data were obtained from Business Link Kent and the French Chambers of Commerce (Chambre Régionale de Commerce et d'Industrie du Nord Pas-de-Calais).

3. SMEs were classified in accordance with the Standard Industrial Classification 2003 two-point system.