A contingency matrix approach to IHRM

Article Abstract:

A contingency matrix for international human resource management is proposed, in view of the growing importance of an organization's human resources as globalization continues. The approach is ideal for human resource (HR) managers of multinational corporations (MNCs) who are faced with a workforce of diverse cultures. Each of the boxes in the matrix are to be filled with reliable and valid information culled from current research and direct experience. These boxes will help organize such information and thus provide guidelines for HR managers. The challenge for HR managers of MNCs, especially in light of the rapidly changing transnational environment, is to keep the matrix updated and to learn from the past. The use of the contingency matrix approach in Japan, Germany, Mexico and China is demonstrated.

Methods, Models, Human resource management, International business enterprises, Multinational corporations, Human resource directors

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Critical issues: the academic-practitioner schism

Article Abstract:

A considerable gap exists between business academics' and business practitioners' concepts of primary business problems. The study includes 1,000 business practitioners from all over the US from different sized organisations and 1,000 business academics chosen from the Academy of Management's register. The first part of the study asked both sets to identify important business issues and the second part asked the same sets to rate the importance of the issues previously stated. Results show that a wider gap of ideas exists between professors and small businessmen than between professors and larger business practitioners.

Businessmen

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Analysis of the organizational commitment of clergy members

Article Abstract:

Traditional business research has focused on profit-making organisations. A sample of 262 pastors taken from 2 regional Protestant denominations was used to research whether clergy have the same commitments as employees in profit-making organisations and differences of commitment levels between small and large congregations. The results show that clergy possess high levels of attitudinal commitment, consider calculative factors, such as salary level and career prospects and that cosmopolitan and local levels of commitment are important.

Clergy

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