K
Kristen Ringdal
Researcher at Norwegian University of Science and Technology
Publications - 52
Citations - 2420
Kristen Ringdal is an academic researcher from Norwegian University of Science and Technology. The author has contributed to research in topics: Quality of life & Cancer. The author has an hindex of 23, co-authored 52 publications receiving 2304 citations.
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Institutional and Rational Determinants of Organizational Practices: Human Resource Management in European Firms
TL;DR: In this article, a comparative study of human resource management in firms located in six European countries was conducted to compare the adoption of both calculative and collaborative human resource practices, and the results showed that institutional determinants, as indicated by the national embeddedness of firms, have a strong effect on the application of both the two practices.
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Welfare state regimes and differences in self-perceived health in Europe: a multilevel analysis.
TL;DR: People in countries with Scandinavian and Anglo-Saxon welfare regimes were observed to have better self-perceived general health in comparison to Southern and East European welfare regimes.
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Testing the EORTC Quality of Life Questionnaire on cancer patients with heterogeneous diagnoses
TL;DR: This study strengthens the external validity of the EORTC QLQ-C30 and confirms that it may be used on cancer patients with various diagnoses.
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The impact of bundles of strategic human resource management practices on the performance of European firms
TL;DR: In this paper, the relationship between HRM practices and perceived firm performance was analyzed in 3,281 firms located in European Union countries using data derived from the Cranet data set.
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National embeddedness and calculative human resource management in US subsidiaries in Europe and Australia
TL;DR: In this paper, the authors present a study of the degree to which national institutional settings impact on the application of management practices in foreign subsidiaries of multinational companies and find that while US subsidiaries adapt to the local setting in terms of applying calculative HRM practices, they also diverge from indigenous firm practices.