This paper investigates the commitment-orientation of HRM practices in female- and male-led firms. A distinction is made between emphasizing commitment or control in the design of HRM practices. To test for gender differences use is made of a sample of 555 Dutch firms. Contrary to what is generally believed it is found that – when controlled for relevant factors related to the business (e.g., firm size, age, sector) – HRM in female-led firms is more control-oriented than that in male-led firms. More specifically, female-led firms are more likely to be characterized by fixed and clearly defined tasks, centralized decision-making and direct supervision of the production process.

Additional Metadata
Keywords commitment, control, entrepreneurship, gender, human resource management
Publisher Erasmus Research Institute of Management (ERIM)
Persistent URL hdl.handle.net/1765/10618
Citation
Verheul, I.. (2007). Commitment or Control? Human Resource Management Practices in Female and Male-Led Businesses (No. ERS-2007-071-ORG). ERIM report series research in management Erasmus Research Institute of Management. Erasmus Research Institute of Management (ERIM). Retrieved from http://hdl.handle.net/1765/10618