This paper argues that concepts from institutional theory and managerial dominant logic can be used to examine human resource managers' institutional role supporting the adoption of employer-sponsored childcare as a form of organizational adaptation to change. Three components of the dominant logic of employer-sponsored childcare were found: management control, environmental, and a coercive component. These components overlap to form an overall management orientation toward employer-sponsored childcare, which are related to management's demographic backgrounds, and their organizational and industry environments. The extent of adoption of employer-sponsored childcare was found to be positively related to (1) the strength of human resource manager's global orientation, and (2) their interpretations of favorable executive attitudes toward employer-sponsored childcare.
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