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HRM practices and MNC knowledge transfer

HRM practices and MNC knowledge transfer Dana B. Minbaeva. Team members ： Angela 、 Marcelo 、 Zhangzhikuan 、 Alucher 、 Sausage 、 JasonGao Speaker ： JasonGao. 1. Abstract. 2. 3.

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HRM practices and MNC knowledge transfer

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  1. HRM practices and MNC knowledge transfer Dana B. Minbaeva Team members：Angela、Marcelo、Zhangzhikuan、 Alucher、Sausage、JasonGao Speaker：JasonGao

  2. 1 Abstract 2 3 Introduction HRM 5 6 4 Data & Method Black Box Measures 8 7 Results Conclusions 9 Questions

  3. Design/methodology/approach Findings Implications Originality Hypotheses two groups ofHRM additional research is needed HRM & knowledge transfer within MNCs. Purpose HRM & knowledge transfer within MNCs. Keywords KM MNC HRM

  4. Literature characteristics of that knowledge、knowledge sources、 knowledge senders、knowledge receivers the transformation of the HRM system and identified the support to the process of organizational learning as the key strategic task facing the HRM function in many MNCs today HRM practices and knowledge-related outcomes are associated bringing knowledge transfer and HRM together

  5. What HRM practices? Human resource planning Performance appraisal Reward systems Career management Which combinations of HRM practices? conceptual cluster analysis factor analytic

  6. H1 Developing absorptive capacity of knowledge receivers HRM practices [absorptive capacity of knowledge receivers] degree of knowledge transfer

  7. H2 Supporting learning environment HRM practices [Supporting learning environment] degree of knowledge transfer

  8. H3a H3b H3c complementarity HRM practices [absorptive capacity of knowledge receiversas a system ofmutually reinforcing practices] HRM practices [Supporting learning environment as a system ofmutually reinforcing practices] HRM practices [Both capacity and environment as a system ofmutually reinforcing practices] degree of knowledge transfer

  9. Data data set of the subsidiaries of Danish MNCs two or more subsidiaries abroad employ more than 30 employees The final data set consisted of 305 Danish subsidiaries located in Europe, Asia, and North America. Method web-based questionnaire survey methodology The resulting data set consisted of 92 subsidiaries (response rate of 30 percent). The subsidiaries were located in the USA, China, Germany, Sweden, the UK, Russia, Poland, France, Sri Lanka, India, and Portugal

  10. Dependent Independent Degree of knowledge transfer (DoKT) Staffing Promotion Compensation Performance appraisal Corporate socialization Mechanisms Flexible working practices

  11. H1 H2 H3a H3b H3c limitations only two mediating variables Survey response bias the use of control variables

  12. Keywords Originality

  13. Thanks in advance

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