Organizational life cycles and strategic international human resource management in multinational companies: implications for congruence theory
Article Abstract:
This article seeks to extend our understanding of congruence of "fit" theory in strategic human resource management (HRM) as a result of developing an organizational life cycle (OLC) model of international HRM (IHRM) for multinational companies (MNCs). International and longitudinal dimensions provide several contributions to congruence theory as it relates to IHRM. First, two additional IHRM-context fits should be considered in strategic human resources. Second, the need for flexibility in strategic IHRM is explored in greater detail. Next, the concepts of fit and flexibility are explored in complement by examining their relationship over the entire OLC. A series of propositions is formulated concerning the relationship of fit and flexibility to organizational effectiveness in MNCs. Finally, new research directions are suggested relating fit to flexibility over the OLC for different organizational and environmental contexts. (Reprinted by permission of the publisher.)
Publication Name: Academy of Management Review
Subject: Business, general
ISSN: 0363-7425
Year: 1991
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Toward an integrative model of strategic international human resource management
Article Abstract:
This article builds on previous work in international human resource management by drawing on concepts from the resource-based view of the firm and resource dependence to develop a theoretical model of the determinants of strategic international human resource management (SIHRM) systems in multinational corporations. The article then offers propositions concerning the relationships between a number of key determinants and the multinational corporation's overall SIHRM approach, the design of a particular affiliate's HRM system, and the HRM system for critical groups of employees within the affiliate. (Reprinted by permission of the publisher.)
Publication Name: Academy of Management Review
Subject: Business, general
ISSN: 0363-7425
Year: 1996
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Work values and their human resource management implications: a theoretical comparison of China, Mexico, and the United States
Article Abstract:
Effective management of multinational firms with their ethnically diverse work forces require ample knowledge of worker behavior across cultures. A study was conducted to determine the differences among American, Chinese and Mexican workers as regards job activity preference, attitudes toward compensation and promotion, co-worker involvement preference and vertical job involvement preference. It is imperative that human resources take these differences into account prior to making human resources decisions and policies.
Publication Name: Journal of Applied Management Studies
Subject: Business, general
ISSN: 1360-0796
Year: 1997
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