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A partir de la perspectiva de la teoria de los recursos, este articulo define el concepto de recursos humanos y analiza las condiciones como pueden convertirse en una fuente de ventaja competitiva sostenible de la empresa. Seguidamente,... more
A partir de la perspectiva de la teoria de los recursos, este articulo define el concepto de recursos humanos y analiza las condiciones como pueden convertirse en una fuente de ventaja competitiva sostenible de la empresa. Seguidamente, se analizan las implicaciones que tal perspectiva teorica tiene en la gestion internacional de los recursos humanos, examinando el papel que los directivos y las politicas de recursos humanos desempenan en el proceso de internacionalizacion de una muestra de multinacionales espanolas.
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En este trabajo proponemos un marco conceptual alternativo a la teoria de la equidad tradicional para analizar la justicia en el puesto de trabajo. Bajo este marco, inspirado esencialmente en la filosofia del pensador norteamericano John... more
En este trabajo proponemos un marco conceptual alternativo a la teoria de la equidad tradicional para analizar la justicia en el puesto de trabajo. Bajo este marco, inspirado esencialmente en la filosofia del pensador norteamericano John Rawls, evaluamos criticamente diversas practicas frecuentemente ligadas a procesos de expatriacion, segun las cuales los expatriados disfrutan de unas condiciones laborales distintas y mejores que los empleados locales. El trabajo concluye con algunas sugerencias para aplicar practicas de direccion internacional de recursos humanos que aunen los objetivos de justicia, eficiencia y alineacion estrategica.
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This paper analyzes staffing decisions in foreign subsidiaries from the perspective of transaction cost theory. We focus on the ex post transaction costs of the employment relation. Specifically, we look at the monitoring, bonding,... more
This paper analyzes staffing decisions in foreign subsidiaries from the perspective of transaction cost theory. We focus on the ex post transaction costs of the employment relation. Specifically, we look at the monitoring, bonding, maladaptation, and bargaining costs of ...
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The international human resource management (IHRM) field naturally lends itself to spotlighting the importance of internal and external organizational contexts to help understand how to manage employees in organizations effectively.... more
The international human resource management (IHRM) field naturally lends itself to spotlighting the importance of internal and external organizational contexts to help understand how to manage employees in organizations effectively. However, we argue that the range of opportunities that the field creates to understand this context has not yet been fully embraced by IHRM scholars. To address this gap, this special issue explores: (a) the variety of approaches to theorizing how contexts promote or constrain organizational practice; and (b) relevant methodologies that might allow us to unearth novel context‐dependent theory in international HRM. We propose a distinction between variable‐oriented theorizing (that explains the effects of internal and external contexts on the phenomena under study) and context‐dependent theorizing (that requires researchers become intimately familiar with the setting under study to understand context as a shaper of meaning). This editorial also highlights...
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Compensation is a key strategic component of the management of international assignments. It is, nonetheless, the area to which the academic literature has paid the least attention, focusing instead almost exclusively on business... more
Compensation is a key strategic component of the management of international assignments. It is, nonetheless, the area to which the academic literature has paid the least attention, focusing instead almost exclusively on business practice. Over these first years of the twenty-first century, the compensation of international assignees has undergone numerous changes, although there still lacks a holistic proposal that addresses all the challenges and difficulties present in this field (McNulty 2014; Caligiuri and Bonache 2016).
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... country. In this way, expensive expatriate contacts are sometimes replaced with local contracts and assignments become more self-initiated (ie, people apply to these positions abroad through internal job-seeking channels). Here ...
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ABSTRACT In this paper, we present a new but simple typology of international assignments that can help guide the management of expatriates. Applying a well-known job typology by Jacobs, D. (1981, ‘Toward a Theory of Mobility and Behavior... more
ABSTRACT In this paper, we present a new but simple typology of international assignments that can help guide the management of expatriates. Applying a well-known job typology by Jacobs, D. (1981, ‘Toward a Theory of Mobility and Behavior in Organizations: An Inquiry into the Consequences of Some Relationships Between Individual Performance and Organizational Success,’ American Journal of Sociology, 87, 684–707) and Baron, J.N., and Kreps, D.M. (1999, Strategic Human Resources: Frameworks for General Managers, New York: Wiley) to the international arena, we distinguish between star and guardian assignments. The essence of this distinction lies in a difference regarding a crucial relationship: the link between expatriate performance and organizational success. Drawing on two well-known case studies, we analyze the essential characteristics of and differences between star and guardian assignments, and deduct concrete consequences for the employment of specific human resource management policies along the expatriate cycle. The paper concludes with a discussion of theoretical and practical implications.
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This introductory article briefly reviews the current state of research into expatriation, focussing on the critical issues of strategy, selection and predeparture, compensation, performance management, repatriation, and career... more
This introductory article briefly reviews the current state of research into expatriation, focussing on the critical issues of strategy, selection and predeparture, compensation, performance management, repatriation, and career management. The burgeoning research in the field is set into context and a plea made for a more varied and imag-inative research agenda. The articles in the rest of this special issue are located in this
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This paper presents a theoretical framework for the alignment of organizational culture and strategy by integrating knowledge from diverse areas of organizational studies including strategic human resource management, organizational... more
This paper presents a theoretical framework for the alignment of organizational culture and strategy by integrating knowledge from diverse areas of organizational studies including strategic human resource management, organizational culture, and the specific design of human resource practices. It then describes a computer-based aid which offers practitioners a step by step guide for improving their competitive position through the development of a "strategic" culture. It is proposed that organizations can achieve a "strategic" culture through two processes: l)the careful design of HR practices which promote behavioral norms necessary for achieving the organization's strategy and 2)the deliberate selection of candidates who share the desired values which reinforce the organization' s cultural norms
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Este trabajo se enmarca dentro de la problematica de la gestion internacional de la empresa y, en particular, analiza diversas cuestiones en torno a los costes salariales del personal directivo en las empresas internacionales. Basandonos... more
Este trabajo se enmarca dentro de la problematica de la gestion internacional de la empresa y, en particular, analiza diversas cuestiones en torno a los costes salariales del personal directivo en las empresas internacionales. Basandonos en las publicaciones de la literatura especializada, partimos de un modelo evolutivo en torno a la compensacion internacional del personal directivo (Adler y Ghadar, 1991; Reynolds, 1994; Pucik, 1993). Asi, en las primeras etapas de expansion internacional de la empresa, la direccion de las operaciones internacionales tiende a estar a cargo de personal directivo del pais de la central. Los altos costes de este tipo de personal, unido a otras consideraciones, planteara una presion a la multinacional para sustituir directivos nacionales por locales. Este cambio obligara a la empresa a identificar el mercado de trabajo del pais de destino con objeto de determinar los costes laborales del personal directivo en esa localizacion. En tal transicion, la emp...
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A common claim in the literature of expatriation is the one referring to the high costs of expatriation. In this paper, on the basis of transaction cost literature, we show how limited this approach is. In particular, we 'consider a... more
A common claim in the literature of expatriation is the one referring to the high costs of expatriation. In this paper, on the basis of transaction cost literature, we show how limited this approach is. In particular, we 'consider a set of costs that, although ignored in traditional expatriation literature, must be accounted for when an MNC is deciding on whether to recruit expatriates or local managers in its subsidiaries. These costs include selection, training and performance evaluation costs. We also formulate a series of hypotheses around the situations in which the total costs of recruiting expatriates are lower than those generated by local managers. We them test these hypotheses in a sample of 124 SpaniSh MNCs. The results of the study allow us to explain the apparent contradiction that, although businesses have a need to reduce costs, they continue to employ apparently costly practices such as expatriation.
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The present study is an empirical evaluation of job satisfaction among expatriates, repatriates, and domestic employees with no international experience. The study was conducted on a large sample of employees from a Spanish multinational... more
The present study is an empirical evaluation of job satisfaction among expatriates, repatriates, and domestic employees with no international experience. The study was conducted on a large sample of employees from a Spanish multinational construction company. One-way analysis of variance (ANOVA), and the Scheffe test were employed to analyse the data. After controlling for hierarchical status, the results indicated that, among these three groups of employees, there are some significant differences in the satisfaction ratings on job characteristics, career prospects, and internal communication. We did not, however, find differences in the mean satisfaction rating on general job satisfaction. Findings are discussed, as are limitations and suggestions for future research.
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Older workers represent an increasing proportion of the workforce in many Western societies and HR research on how to best manage them is developing accordingly. The aim of the present study is to ...
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The explicit consideration of Research Paradigms in International Human Resource Management, the title of this Special Issue, helps us in analysing and systematising the field to show how research in international human resource... more
The explicit consideration of Research Paradigms in International Human Resource Management, the title of this Special Issue, helps us in analysing and systematising the field to show how research in international human resource management is typically conducted, what preferred perspectives prevail and which approaches have been rather neglected so far. In this introduction, we map the field, and after defining the contours of international human resource management, we use the distinction between positivism and interpretivism to outline implications for the goals of international human resource management studies and associated ontological and epistemological assumptions. Next, we analyse research methods, ways to construct research questions, researchers’ roles, sampling procedures, data collection techniques, key theoretical contributions, focus on context in theory construction, quality indicators of data analysis and evaluation criteria in each of the two key research paradigms...
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... program, the article also fills a substantial empirical gap in the existing cross-cultural management literature. ... It outlines the relativist position and its arguments for following an adaptation strat-egy in the transfer of HR... more
... program, the article also fills a substantial empirical gap in the existing cross-cultural management literature. ... It outlines the relativist position and its arguments for following an adaptation strat-egy in the transfer of HR practices, and discusses work value differences across ...
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This paper focuses on the strategic design of expatriates' salaries. Unlike standard expatriation literature that assumes a lack of connection between strategy and international managers' compensation, we use the... more
This paper focuses on the strategic design of expatriates' salaries. Unlike standard expatriation literature that assumes a lack of connection between strategy and international managers' compensation, we use the theoretical concepts from the international strategic management research to discuss how different international strategies affect the way expatriates are compensated. In this respect, the paper proposes a series of hypotheses on how expatriate compensation systems take shape according to the role that the expatriates may play in the internationalization process. The hypotheses refer to the type of incentives offered to encourage acceptance of the assignment, the type of criteria used to evaluate their performance and the reference unit used to establish variable compensation.
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A central issue facing multinational firms is whether their HR practices should be customized to meet the needs of local people or whether they must be standardized across different national units. This article addresses this question by... more
A central issue facing multinational firms is whether their HR practices should be customized to meet the needs of local people or whether they must be standardized across different national units. This article addresses this question by looking at the standardization of High ...