Abstract Job design is one of the most frequently researched practices in Human Resource Management (HRM) literature, and knowledge sharing has become an important heavily managerial practice. The links between these practices, however, have received little attention literature. We argue that job matters to for motivational reasons. Specifically, jobs contain characteristics stimulate different kinds motivation toward sharing, which effects on individual behavior. develop six hypotheses...

Despite the enormous interest in human capital analytics (HCA), organizations have struggled to move from operational reporting HCA. This is mainly result of inability teams establish credible internal HCA and demonstrate its value. In this article, we stress importance conceptualizing as an organizational capability suggest a method for operationalization. We argue that development within organization requires working with three dimensions HCA: data quality, capabilities, strategic ability...

Research on multinational corporation (MNC) knowledge transfer has argued continuously for the behavior of senders to be a determinant transfer. Although importance disseminative capacity regarding been illustrated in numerous conceptual studies, substantial empirical support is largely absent. Based previous re‐operationalizes as being dependent upon ability and willingness organizational actors where when it needed organization. Using context expatriation, suggests that MNCs may apply...

Purpose The purpose of the paper is to determine and empirically examine effect human resource management (HRM) practices on knowledge transfer within multinational corporations. Design/methodology/approach It suggested that employment practices, which affect absorptive capacity receivers support organizational learning environment, positively related degree subsidiary. Moreover, higher expected when HRM are applied as an integrated system interdependent practices. Hypotheses derived from...

The aim of this paper is to extend social capital approaches knowledge transfer by identifying governance mechanisms that managers can deploy promote the development capital. In order achieve objective, insights from micro-level, approach are combined with theory on determinants Three identified: market-based mechanisms, hierarchical and mechanisms. findings, based data two Danish MNCs, indicate although use promotes positive assessment capital, constrain its development. application has no...

The challenges associated with managing talent on a global scale are greater than those faced by organisations operating domestic scale. We believe that the former relate to fact number of key myths regarding management may undermine management's contribution multinational corporation effectiveness and retard development practice in this regard. Our aim is unpack some offer suggestions for advancing basis insights from both academic thinking area.

Abstract In response to recent calls for more research on micro‐foundations, we seek link human resource management (HRM) and knowledge transfer through individual‐level mechanisms, arguing that conditions of action influence the extent which employees engage in exchange. We examine four such empirically using data from 811 three Danish multinational corporations (MNCs). Our findings suggest perceptions organizational commitment sharing, extrinsic motivation, directly firm‐internal also find...

Purpose This paper aims at further developing and empirically examining the concept of knowledge‐sharing hostility. It seeks to analyze reasons for hoarding knowledge, rejecting external attitudes towards mistakes, as well influence these factors on actual behavior. The examine how two specific knowledge‐governance mechanisms – commitment‐based transaction‐based affect knowledge sharing Design/methodology/approach authors test hypotheses a sample 1,639 respondents in 15 organizations...

Abstract This article explores the gaps in strategic human resource management (SHRM) research exposed by COVID‐19 pandemic order to guide future SHRM context of environmental crises. Using evidence from Danish companies and public organizations collected using a mixed‐methods sequential design, we discuss whether existing frameworks can adequately frame deliver academic knowledge needed address novel challenges posed pandemic. We formulate guidelines for that will shape discussions role...

The paper unpacks the "black box" of informal institutions and theorizes about role networks in channeling continuity change institutions. Specifically, we argue that persistence depends on functionalities upon which they rest. When are enacted by "relatively affective" closed," their is higher than open" instrumental" networks.