Management International Review

Frontmatter

Guest Editor’s Introduction

Abstract

The field of International Human Resource Management (IHRM) within its current dimensions poses new tasks and problems. Although this field has its roots in psychology, organization theory and business economics, research into the practical implementation of IHRM and theoretical development of this field has remained in its infancy for a long time. The objective of this special issue of Management International Review aims to progress the field of strategic issues in IHRM and to stimulate further discussion.

Marion Festing

Managing a Global Player in the Age of Information

Abstract

The challenges of managing a global player in the age of information are analyzed. The main question to be answered is which human resource strategies will ensure that a global player can succeed in tomorrow’s challenging global environment.

Heinrich v. Pierer

Management in Networked Environments: New Challenges

Abstract

The author identifies new challenges of management in networked environments which may result from globalization.

Arnold Picot

Completing the Puzzle: Issues in the Development of the Field of International Human Resource Management

Abstract

The aim of this paper is to examine developments in the field of IHRM. Three issues are examined: first, the various approaches which have been taken to the study of IHRM; second, the variables which moderate differences between domestic and international HRM; and third, recent work which examines the topic of strategic human resource management in multinational enterprises (MNEs).

Peter J. Dowling

Strategic Human Resource Management: The Value of Different Paradigms

Abstract

This paper argues that discussion of the strategic management of human resources has been limited by a confusion over the analysis of SHRM and an inadequate conception of the field for SHRM. By separating out the universalistic and con-textualist paradigms, the paper clarifies the differences in approach and how these affect views of the nature, levels and actors in the subject area. Siting itself in the contextualist paradigm, the paper draws attention to the value of that approach in understanding current developments in SHRM in Europe.¹

Chris Brewster

On the Need for Paradigmatic Integration in International Human Resource Management

Abstract

This paper examines three paradigms that influence both management research and management practice today: logical positivism, nonlinear dynamics, and hermeneutics. Their past and present influence on the IHRM subfield of expatriation is delineated.

The paper also discusses the tendency of paradigmatic balkanization in the IHRM field among scholars and practitioners, and argues for the necessity of the integration of these paradigms in IHRM practice and research.

Mark E. Mendenhall

A Transaction Costs Perspective on International Staffing Patterns: Implications for Firm Performance

Abstract

This paper develops a model of the relationship between staffing patterns and firm performance in international firms. According to the logic of transaction cost economics, staffing patterns that reduce cultural frictions and risk can help the firm to gain competitive advantage and improve performance. The implications of various staffing patterns for international firm performance depend on the underlying basis for competitive advantage, and on the type of international strategy pursued.

Carolyn Erdener, Ingemar Torbiörn

Cultural and Bureaucratic Control in MNEs: The Role of Expatriate Performance Management

Abstract

This conceptual paper examines the role of performance management in the development and maintenance of cultural control in multinational enterprises. It employs a multilevel, multidisciplinary approach to synthesize the dimensions of the control mix, and examines their underlying assumptions.

We present a theoretical framework depicting key dimensions of control in the MNE performance management context to illustrate the linking of the individual and organizational interface with achievement of desired outputs.

Marilyn S. Fenwick, Helen L. De Cieri, Denice E. Welch

Unitarism, Pluralism, and Human Resource Management in Germany

Abstract

This paper examines human resource practices in Germany. It aims to find out whether there is a convergence towards a more unitarist US type of human resource management (HRM).

The study is based on 25 case studies of German-, British- and US-owned banks and chemical firms operating in Germany.

Michael Müller

Backmatter