Clanism: Definition and Implications for Human Resource Management

Dana Minbaeva, Maral Muratbekova-Touron

    Research output: Contribution to journalJournal articleResearchpeer-review

    Abstract

    The objectives of this paper are: (1) to present and develop clanism as an indigenous management concept in Central Asia, and (2) to analyze the effect of clanism on a specific management function-human resource management (HRM)-in the concrete context of Kazakhstan. this exploratory study employs a qualitative research. the data indicate that the degree to which clanism affects hRM practices depends, to a great extent, on the type of company. clanism's effect is strong in state-owned companies and moderate in privately held companies, while it is weak in the subsidiaries of multinational companies. Furthermore, the influx of western MNCs has influenced Kazakhstani HRM in general and lessened the influence of clanism on HRM. however, some characteristics of the local labor market may strengthen the effect of clanism on hRM practices. The paper proposes a definition of clanism; discusses the reasons for clanism's existence; investigates how clanism differs from other indigenous concepts, such as blat and guanxi; and analyzes how clanism affects HRM practices in Kazakhstan, a country that is strategically important for international management.
    Original languageEnglish
    JournalM I R: Management International Review
    Volume53
    Issue number1
    Pages (from-to)109-139
    ISSN0938-8249
    DOIs
    Publication statusPublished - 2013

    Cite this

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    title = "Clanism: Definition and Implications for Human Resource Management",
    abstract = "The objectives of this paper are: (1) to present and develop clanism as an indigenous management concept in Central Asia, and (2) to analyze the effect of clanism on a specific management function-human resource management (HRM)-in the concrete context of Kazakhstan. this exploratory study employs a qualitative research. the data indicate that the degree to which clanism affects hRM practices depends, to a great extent, on the type of company. clanism's effect is strong in state-owned companies and moderate in privately held companies, while it is weak in the subsidiaries of multinational companies. Furthermore, the influx of western MNCs has influenced Kazakhstani HRM in general and lessened the influence of clanism on HRM. however, some characteristics of the local labor market may strengthen the effect of clanism on hRM practices. The paper proposes a definition of clanism; discusses the reasons for clanism's existence; investigates how clanism differs from other indigenous concepts, such as blat and guanxi; and analyzes how clanism affects HRM practices in Kazakhstan, a country that is strategically important for international management.",
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    Clanism : Definition and Implications for Human Resource Management. / Minbaeva, Dana; Muratbekova-Touron, Maral.

    In: M I R: Management International Review, Vol. 53, No. 1, 2013, p. 109-139.

    Research output: Contribution to journalJournal articleResearchpeer-review

    TY - JOUR

    T1 - Clanism

    T2 - Definition and Implications for Human Resource Management

    AU - Minbaeva, Dana

    AU - Muratbekova-Touron, Maral

    PY - 2013

    Y1 - 2013

    N2 - The objectives of this paper are: (1) to present and develop clanism as an indigenous management concept in Central Asia, and (2) to analyze the effect of clanism on a specific management function-human resource management (HRM)-in the concrete context of Kazakhstan. this exploratory study employs a qualitative research. the data indicate that the degree to which clanism affects hRM practices depends, to a great extent, on the type of company. clanism's effect is strong in state-owned companies and moderate in privately held companies, while it is weak in the subsidiaries of multinational companies. Furthermore, the influx of western MNCs has influenced Kazakhstani HRM in general and lessened the influence of clanism on HRM. however, some characteristics of the local labor market may strengthen the effect of clanism on hRM practices. The paper proposes a definition of clanism; discusses the reasons for clanism's existence; investigates how clanism differs from other indigenous concepts, such as blat and guanxi; and analyzes how clanism affects HRM practices in Kazakhstan, a country that is strategically important for international management.

    AB - The objectives of this paper are: (1) to present and develop clanism as an indigenous management concept in Central Asia, and (2) to analyze the effect of clanism on a specific management function-human resource management (HRM)-in the concrete context of Kazakhstan. this exploratory study employs a qualitative research. the data indicate that the degree to which clanism affects hRM practices depends, to a great extent, on the type of company. clanism's effect is strong in state-owned companies and moderate in privately held companies, while it is weak in the subsidiaries of multinational companies. Furthermore, the influx of western MNCs has influenced Kazakhstani HRM in general and lessened the influence of clanism on HRM. however, some characteristics of the local labor market may strengthen the effect of clanism on hRM practices. The paper proposes a definition of clanism; discusses the reasons for clanism's existence; investigates how clanism differs from other indigenous concepts, such as blat and guanxi; and analyzes how clanism affects HRM practices in Kazakhstan, a country that is strategically important for international management.

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