A5022177565- International Student and Expatriate Challenges
- International Business and FDI
- Human Resource and Talent Management
- Innovation and Knowledge Management
- Employer Branding and e-HRM
- Job Satisfaction and Organizational Behavior
- Family Business Performance and Succession
- Gender Diversity and Inequality
- Higher Education and Employability
- Corporate Finance and Governance
- Work-Family Balance Challenges
- Outsourcing and Supply Chain Management
- Accounting and Organizational Management
- Competency Development and Evaluation
- Labor market dynamics and wage inequality
- Management and Organizational Studies
- Emotional Intelligence and Performance
- Entrepreneurship Studies and Influences
- Human Resource Development and Performance Evaluation
- Career Development and Diversity
- Hungarian Social, Economic and Educational Studies
- Employment and Welfare Studies
- Knowledge Management and Sharing
- Research in Social Sciences
- Social Capital and Networks
University of Vaasa
2014-2025
Emerald Group Publishing (United Kingdom)
2022
University of San Andrés
2021
York University
2021
Hanken School of Economics
2018
Simon Fraser University
2018
Aalto University
2015
Abstract In this article, we examine the effect of talent identification on employee attitudes. Building social exchange theory, analyze association between employees' perceptions about whether or not they have been formally identified as “talent” and following attitudinal outcomes: commitment to increasing performance demands, building skills, supporting strategic priorities; with unit multinational enterprise; turnover intentions. Our analyses 769 managers professionals in nine Nordic...
Summary Although career proactivity has positive consequences for an individual's success, studies mostly examine objective measures of success within single countries. This raises important questions about whether is equally beneficial different aspects subjective and the extent to which these benefits extend across cultures. Drawing on Social Information Processing theory, we examined relationship between proactive behaviors two success—financial work‐life balance—and moderating role...
The aim of this comparative study is to investigate the degree continuity in distinctiveness private-sector Nordic HRM terms calculative and collaborative relation prototypical liberal market economy – UK coordinated Germany. Our analysis employs firm-level data from Cranet survey for period 1995–2021. In line with institutional theory its concept 'bounded change' our findings indicate that, notwithstanding structural change developments, countries continue be characterized by a relatively...
Abstract Whilst the extant diversity management literature has provided a comprehensive array of theoretical frameworks and empirical studies on how organizations can have approached diverse workforce, same cannot be said about in an international setting. Indeed, from perspective we know surprisingly little multinational firms are responding to increasing globalization their workforce. This study seeks contribute this under-researched area through in-depth longitudinal case TRANSCO,...
Against the background of Bowen and Ostroff's ( ) human resource management HRM process theorization, this study explores influences on individual employee perceptions visibility, validity, procedural distributive justice performance appraisal in subsidiaries multinational corporations, at what levels these reside. The adopts an embedded, multiple‐case design with interview data from 33 managers professionals six three corporations. findings show that are driven by a number pertaining to...
This study provides a new perspective on servant leadership research by examining the social influence of individuals who are not in supervisory position. Drawing and learning theories, we examine how managers support roles can initiate process that shapes style line thereby influences employee outcomes throughout organization. To facilitate integration between also role efficacy beliefs enhancing effectiveness process. Using nested, time-lagged data from 667 store managers, 121 23 human...
Purpose – The purpose of this paper is to develop an “HRM-as-practice” research agenda. authors suggest that the HRM-performance literature would benefit from actor-centric approach and a focus on activities, HR roles needs shift its attention toward more dynamic perspective work link further performance. Design/methodology/approach first provides overview strategy-as-practice (SAP) literature, then review how extant HRM deals with three core notions SAP: practices, praxis practitioners....
Building on recent theoretical developments the notion of expatriates as knowledge transferors, objectives this quantitative study were (1) to identify types being transferred and corresponding levels expatriate participation in these transfers, (2) apply model stickiness factors presented paper those that have particular significance for expatriates. From a sample Finnish expatriates, results reveal are involved transfers several different knowledge, often requiring them work across...
Abstract This study examines the HRM practices and role played by HR department in foreign-owned units located China India. The of 170 Western-owned subsidiaries analyses extent to which associated with local professionals managerial-level employees resemble those firms versus (main) Western parent organization, investigates degree unit's was perceived play a strategic role. results indicate clear differences between characteristics India, suggest that use expatriates background managers are...
Given the sensitive nature of communicating talent status in an 'exclusive' management system and complexity involved simultaneously sending signals exclusivity inclusivity, some organisations avoid open communication instead opt for 'strategic ambiguity' – intentionally maintaining element secrecy information asymmetry. However, we know relatively little about effects this approach as a feature organisational context on reactions employees. Drawing signalling theory, examine both talents...
ABSTRACT Career resilience is critical to the world's aging workforce, aiding older workers in adapting ever‐evolving nature of work. While ageist stereotypes often depict as less resilient when faced with workplace changes, existing research studies offer conflicting evidence on whether age hinders or improves career resilience. In response this evidence, present study employs multi‐level data from 6772 employees 28 countries examine age‐career relationships and underlying mechanisms, hence...
Purpose The purpose of this paper is to review the literature on HRM in MNCs from a knowledge transfer perspective, identify some key weaknesses extant research and outline future agenda. Design/methodology/approach In contributions are reviewed discussed connection with literature. discussion culminate presentation an agenda for research. Findings finds that, by viewing global integration as process transfer, three identified: inadequate consideration HRM's characteristics at different...
Abstract As an editorial to the special issue “new avenues in international careers research” this article discusses roots of research stream, which sits at intersection between career studies, HRM and management. In order support future studies emerging area enquiry, we attempt lay down foundations a agenda based around what see as three core areas interest: contextualised research, comparative internationally operating organisations. After providing some suggestions for kinds theoretical...
Summary Employees can enhance their human capital through participation in organizationally sponsored development activities. However, there is little research on the extent to which effects of such practices vary depending national context. Adopting a theory perspective, we hypothesized positive relationship between experienced one's career and objective subjective success (salary level perceived financial success, respectively) tested two country‐level institutional factors (country income...
Abstract Drawing on human capital theory, our study examines the relationship between international work experience and individuals' career success in terms of promotions subjective financial success. We propose that these relationships are mediated by external employability hypothesise a moderating role national‐level economic freedom. Using data from 19,421 respondents, residing 30 countries working different occupational groups (managers, professionals, clerical blue‐collar workers),...
Abstract In this study, we investigated factors that influence the attitudes of line managers towards HRM. Using a sample general 123 subsidiaries, tested whether manager's level HRM internalisation – extent to which he or she values and is committed subsidiary's practices influenced by two sets factors: professional experience subsidiary HR manager external networking activities perceived strategic capabilities department. The findings supported hypotheses relating manager. Furthermore, an...
Abstract How to manage talent effectively is a key question in organisations. Yet we still know relatively little about talent's psychological reactions their exclusive status. Based on contract theory and research status, this study analyses sample of 321 employees identified as by organisations, only some whom were aware The results provide evidence that status awareness moderates the relationship between range employer inducements obligations, such it increases importance while...