Contesting corporate responsibility in the Bangladesh garment industry: The local factory owner perspective

IF 4.5 2区 管理学 Q1 MANAGEMENT
Enrico Fontana, Cedric Dawkins
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引用次数: 0

Abstract

In the developing economy of Bangladesh, local factory owners in the garment industry have felt great pressure to improve factory safety, but the costs for those improvements are not shared by the global apparel firms that wield immense influence over them. Consequently, we examine whether multi-stakeholder initiatives (MSIs), as vehicles of corporate social responsibility (CSR), offer platforms for democratic oversight or merely serve as new arenas to exercise corporate power. Given their role in connecting global and local contexts and their history of safety incidents, local factory owners possess a unique perspective on the impact and contested nature of CSR in global supply chains. This article presents a qualitative study of MSIs in the Bangladesh garment industry, particularly after the Rana Plaza collapse. Through interviews with local factory owners and executive managers, we explore the reasons behind their opposition to CSR as exercised by global apparel firms, and the contestation of those practices by their local business association. Our findings lead us to conclude that garment industry MSIs are unlikely to be effective without labor procurement practices that harmonize global and local interests to mitigate the competitive pressures on local factory owners.
孟加拉国服装业的企业责任之争:当地工厂主的视角
在孟加拉国的发展中经济体中,当地服装业的工厂主感受到了改善工厂安全的巨大压力,但对他们具有巨大影响力的全球服装公司却没有分担改善工厂安全的成本。因此,我们研究了作为企业社会责任(CSR)载体的多方利益相关者倡议(MSIs)是提供了民主监督的平台,还是仅仅充当了行使企业权力的新舞台。鉴于当地工厂主在连接全球和当地环境方面的作用,以及他们在安全事故方面的历史,他们对企业社会责任在全球供应链中的影响和有争议的性质拥有独特的视角。本文介绍了对孟加拉国服装行业中的 MSI 的定性研究,尤其是在拉纳广场倒塌事件之后。通过对当地工厂主和执行经理的访谈,我们探讨了他们反对全球服装企业履行企业社会责任的原因,以及当地商业协会对这些做法的质疑。我们的研究结果使我们得出结论,如果没有协调全球和当地利益的劳工采购实践,以减轻当地工厂主的竞争压力,服装行业的微观经济倡议就不可能有效。
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来源期刊
Human Relations
Human Relations Multiple-
CiteScore
12.60
自引率
7.00%
发文量
82
期刊介绍: Human Relations is an international peer reviewed journal, which publishes the highest quality original research to advance our understanding of social relationships at and around work through theoretical development and empirical investigation. Scope Human Relations seeks high quality research papers that extend our knowledge of social relationships at work and organizational forms, practices and processes that affect the nature, structure and conditions of work and work organizations. Human Relations welcomes manuscripts that seek to cross disciplinary boundaries in order to develop new perspectives and insights into social relationships and relationships between people and organizations. Human Relations encourages strong empirical contributions that develop and extend theory as well as more conceptual papers that integrate, critique and expand existing theory. Human Relations welcomes critical reviews and essays: - Critical reviews advance a field through new theory, new methods, a novel synthesis of extant evidence, or a combination of two or three of these elements. Reviews that identify new research questions and that make links between management and organizations and the wider social sciences are particularly welcome. Surveys or overviews of a field are unlikely to meet these criteria. - Critical essays address contemporary scholarly issues and debates within the journal''s scope. They are more controversial than conventional papers or reviews, and can be shorter. They argue a point of view, but must meet standards of academic rigour. Anyone with an idea for a critical essay is particularly encouraged to discuss it at an early stage with the Editor-in-Chief. Human Relations encourages research that relates social theory to social practice and translates knowledge about human relations into prospects for social action and policy-making that aims to improve working lives.
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