An integrative framework of strategic international human resource management

Schüler, Randall S.; Dowling, Peter J.; Cieri, Helen De

doi:10.1080/09585199300000056

Cited by 276 publications

(81 citation statements)

References 54 publications

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“…Though not specifically expressed by the relevant authors of articles in this research stream, some respond to what Wright and van de Voorde (2009) see as a need to analyse HRM issues across organizational levels (see e.g., Myloni et al 2007;Reiche 2007;Sayim 2010). We also identified three theoretical frameworks linking IHRM activities with broader organizational and contextual factors Kim and Gray 2005;Schuler et al 1993); and several field reviews (such as Collings et al 2007;Stroh and Caligiuri 1998). We turn now to examining the implications of our findings across the three levels of analysis we identified in the MNC-related stream.…”

Section: Research Stream 2: Mnc-related Topicsmentioning

confidence: 94%

The Place of International Human Resource Management in International Business

Welch

Björkman

2014

Manag Int Rev

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This article addresses the issue of whether International Human Resource Management (IHRM) is disconnected from other International Business (IB) studies. A content analysis was conducted of 383 articles published in five main international business journals used by IHRM scholars as outlets for their work over a 21 year time span. We classified the articles into two streams of IHRM research: international assignment management and what we term MNC-related research. These streams were found to be given almost equal research attention, developing in tandem across the time period examined. A thematic analysis of articles within each stream facilitated the identification of areas receiving the most research concentration, those with partial attention, and topics yet to be explored. A third stream of articles we designated as non-empirical allowed consideration of theoretical developments within the field. This assessment demonstrates how IHRM is developing a stronger connection with more general IB research.

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Section: Research Stream 2: Mnc-related Topicsmentioning

confidence: 94%

The Place of International Human Resource Management in International Business

Welch

Björkman

2014

Manag Int Rev

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“…Secondly, future research can be conducted by adding one more variable of supervisor support for training to examine the relationship with job satisfaction. Thirdly, before generalized these results further research is required across various geographical settings and industries (Schuler, Dowling, & De Cieri, 1993). Fourthly, our research recommends examining the moderating influence from cultural variables (i.e.…”

Section: Future Recommendationsmentioning

confidence: 99%

What Is the Role of Training and Job Satisfaction on Turnover Intentions?

Jehanzeb¹,

Hamid²,

Rasheed³

2015

IBR

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The literature of fast food franchises in Saudi Arabia has reported a lack of research on the topic of employee training. This study pursues to add literature and findings in fast food franchises sector by examining the impact of effective training and coworker support for training on turnover intentions among the employees of fast food franchises in Saudi Arabia. A total number of 350 questionnaires were distributed among the employees working in different fast food franchises of Saudi Arabia, out of which 278 were returned and finally 250 questionnaires were selected for data analysis. The data was collected by source of a structured questionnaire with a total number of 25 questions. In which 10 questions were dedicated to training effectiveness, 3 questions were dedicated to coworker support for training, 8 questions were dedicated to job satisfaction, and 4 were dedicated to turnover intentions of employees. The results described a strong positive relationship between effective training program and job satisfaction, and coworker support for training and job satisfaction. However, there is a negative relationship found between job satisfaction and employees" turnover intentions in fast food franchises of Saudi Arabia. The result of the study has significant decision-making suggestions for franchisers regarding how to decrease turnover intentions of employees by providing them efficient training programs and supportive working environment. Training programs not only increase the value of employees but also the effectiveness of the business.

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“…The organisational and individual factors identified in our conceptual framework of expatriate ROI are modified from the Schuler et al (1993) and Taylor et al (1996) sIHrM frameworks.…”

Section: Organisational and Individual Factorsmentioning

confidence: 99%

Global Mobility in the 21st Century

McNulty

Cieri

2011

Manag Int Rev

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0This article develops a conceptual framework to assist in determining the value to be gained from long-term international assignments. 0 By integrating several streams of research, we present a new framework of expatriate return on investment (ROI) for global firms, which both builds on frameworks offered by other scholars and is informed by recent developments and emerging directions in global mobility research and practice. In doing so, we identify relevant questions to guide future research and draw implications of the framework for theory, research, and practice.

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An integrative framework of strategic international human resource management

Cited by 276 publications

References 54 publications

The Place of International Human Resource Management in International Business

The Place of International Human Resource Management in International Business

What Is the Role of Training and Job Satisfaction on Turnover Intentions?

Global Mobility in the 21st Century

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