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The literature on transactive memory (TM) continues to grow in several interrelated scholarly fields. Although this increased interest in TM systems has been beneficial, it has also led to a plurality and confusing interpretation of TM theory. To identify gaps and ambiguities in TM literature, this article provides a comprehensive overview of TM theory, distinguishes TM systems from related cognitive concepts, and reviews theory extensions and research in dyads, groups, and teams. Suggested areas for future research and theory extensions are face-to-face communication influencing TM systems, social interaction processes related to expert inferences, task context and levels of analysis, and extension of research to work teams.

Job embeddedness is predominately assumed to benefit employees, work groups, and organizations (e.g., higher performance, social cohesion, and lower voluntary turnover).Challenging this assumption, we examined the potentially negative outcomes that may occur if employees are embedded in an adverse work environment -feeling "stuck", yet unable to exit a negative situation. More specifically, we considered two factors representing adverse work conditions: abusive supervision and job insecurity. Drawing from conservation-of-resources theory, we hypothesized that job embeddedness would moderate the relationship between these conditions and outcomes of voluntary turnover, physical health, emotional exhaustion, and sleep quality/quantity, such that employees embedded in more adverse environments would be less likely to quit, but would experience more negative personal outcomes. Results from two independent samples, one in Japan (N=597) and one in the United States (N=283), provide support for the hypothesized pattern of interaction effects, thereby highlighting a largely neglected "dark side" of job embeddedness.

This paper focuses on the multi-faceted role of language and language-sensitive recruitment processes in knowledge transfer in multinational corporations (MNCs). In particular, we develop a framework that helps to better understand how language-sensitive recruitment is related to competence, networks, identity and power. We started by conducting a qualitative interview-based study of 101 MNC subsidiaries. This analysis elucidates the productive and counterproductive effects of language-sensitive recruitment on knowledge transfer related to communication competence, networks, identity, and power. To further understanding of the productive and counterproductive effects, we conducted a quantitative study in 285 MNC subsidiaries. We found an inverted U-shaped relationship between language-sensitive recruitment and knowledge transfer. Together, these two studies provide a better understanding of the multifaceted and at times counterintuitive implications of language-sensitive recruitment on knowledge transfer in MNCs. By elucidating these effects, this paper contributes to the stream of research examining the role of language in MNCs and international business more generally. It also adds to research on MNC knowledge transfer that to date has focused little attention on language. By elaborating on the potential unintended consequences of language-sensitive recruitment, this paper also has implications on international human resource management research.