Purpose This paper aims to conceptualise a framework of “transnational human resource management” (HRM) and to demonstrate the validity of the model. Design/methodology/approach Evidence is drawn from survey of 93 large Japanese multinational companies (MNCs). Data are analysed through descriptive statistics, hierarchical multiple regression analyses and mediation effect analyses. Findings The analysis reveals that the practices for normative and systems integration are associated with increasing levels of social capital and geocentric staffing, respectively, and the social capital and geocentric staffing fully mediate the relationship between normative and systems integration and transnationality. Originality/value The research extends the integration theory in international HRM and demonstrates the validity of our framework for transnational HRM. The authors also shed light on the reality of the integration aspects of international HRM in Japanese MNCs.

The World café is effective in classes and training courses as a new method for knowledge sharing in pharmaceutical education. However, the relationship between the usefulness and satisfaction of participants has not been adequately studied using a statistical model. We performed a clinical case study on the World café, and analyzed the results of the questionnaire. We found that a participant who experiences increased speaking opportunities thinks the World café is valuable, and such recognition improves their satisfaction rating of the World café.