what makes women-friendly public accounting firms tick the diffusion of human resource management knowledge through institutional and resource pressures（让友好会计师事务所蜱虫的扩散通过机构人力资源管理知识和资源压力）.pdfVIP

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what makes women-friendly public accounting firms tick the diffusion of human resource management knowledge through institutional and resource pressures（让友好会计师事务所蜱虫的扩散通过机构人力资源管理知识和资源压力）.pdf

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what makes women-friendly public accounting firms tick the diffusion of human resource management knowledge through institutional and resource pressures（让友好会计师事务所蜱虫的扩散通过机构人力资源管理知识和资源压力）

C Sex Roles, Vol. 45, Nos. 5/6, September 2001 ( 2002) What Makes Women-Friendly Public Accounting Firms Tick? The Diffusion of Human Resource Management Knowledge Through Institutional and Resource Pressures Lynn Perry Wooten1 University of Michigan Business School Through the analysis of qualitative data, this research applies institutional theory and the resource-based perspective to examine why public accounting ﬁrms adopt women-friendly human resource management policies. The study reveals that 5 types of institutional pressures explain why women-friendly policies have proliferated in the public accounting industry. In addition to these institutional pressures, the proliferation of women-friendly policies in accounting ﬁrms has occurred because these ﬁrms are motivated to optimize available economic choices. Firms view women-friendly policies as a means to acquire, develop, and accumulate resources that will give them a competitive advantage in the marketplace. However, these women-friendly policies only provide competitive advantage when they are both valuable and difﬁcult for competitors to imitate because of social complexity, knowledge management, and tacitness. In this economy driven by knowledge workers, the challenges of competing in the input market for human capital demand that professional service ﬁrms have the ability to attract and retain talented women employees. The United States labor market in recent years has experienced an inﬂux of women into traditionally male professions. Women now account for approximately 25% of physicians, 26% of attorneys, 10% of engineers, and 18% of architects (Koretz, 1997). In the accounting profession, the gender shift is even more pronounced. In 1970, less than 10% of bachelor’s degrees in accounting were 1To whom correspondence should be addressed at University of Michigan Business School, 701 Tappan Street, Ann Arbor