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International Journal of Human Resource Management
IF
2.42
Papers
3354
Papers 3275
1 page of 328 pages (3,275 results)
Newest
Yiyi Su4
Estimated H-index: 4
(Tongji University),
Di Fan10
Estimated H-index: 10
(Curtin University),
Rekha Rao-Nicholson8
Estimated H-index: 8
(Newcastle University)
AbstractReceived international business and international human resource management theories have generally reached a consensus on the important role of leader and top management teams (TMTs) in deciding and shaping the firm’s internationalization process. However, what remains unclear is how a well-functioning TMT is formed to effectively achieve the desired internationalization goal. Utilizing a unique sample of Chinese banking and finance institutions’ initial public offering overseas, this s...
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Judith Shuqin Zhu4
Estimated H-index: 4
(University of Newcastle)
AbstractThis study explores how emerging market service firms, operating in developed markets, approach human resource management (HRM). Data analyzed in this article were drawn from a longitudinal case study of the Australian subsidiary of a Chinese multinational bank. We find that subsidiary HRM follows host country and global best practices. However, the way that this hybrid HRM system was implemented shows traces of Chinese origin. A key finding from this study is that although our case bank...
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Yanjiao Yang (Qilu University of Technology), Xiaohua Lin (RyeU: Ryerson University)
AbstractAre emerging market banks necessarily prone to localize HRM when entering developed markets? According to this comparative case study of two Chinese banks in Canada, we instead found a trend toward the integration of HRM with the parent companies’ practices, with varying levels of integration based on factors such as international experience and investment method. Importantly, the current practice, which may appear to be suboptimal in light of the localization imperative, has not prevent...
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Robert Jack4
Estimated H-index: 4
(Macquarie University),
Yimin Huang2
Estimated H-index: 2
(Macquarie University)
+ 1 AuthorsFei Guo13
Estimated H-index: 13
(Macquarie University)
AbstractIn this special issue (SI), we aim to advance the theoretical and empirical knowledge of emerging market service firms by analysing some of the key IHRM implications of the internationalisation of Chinese banks and financial institutions (BFIs). The selected articles in this SI provide rich insight into the human resource management (HRM) challenges these firms face when they establish operations in overseas markets and draws attention to trends and developments which challenge the way H...
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José M. de la Torre-Ruiz4
Estimated H-index: 4
(UGR: University of Granada),
M. Dolores Vidal-Salazar2
Estimated H-index: 2
(UGR: University of Granada),
Eulogio Cordón-Pozo6
Estimated H-index: 6
(UGR: University of Granada)
AbstractFirms are increasing their efforts to offer benefits that satisfy their employees. However, the attitudinal and behavioral consequences of such satisfaction remain unclear. This article draws on the social exchange perspective and organizational support theory to examine the consequences of three dimensions of employees’ benefit satisfaction on organizational commitment and turnover intention, by considering the mediating effect of perceived organizational support (POS). A hypothesized m...
3 Citations Source Cite
Claudio De Mattos6
Estimated H-index: 6
(University of Manchester),
Laura Salciuviene8
Estimated H-index: 8
(Lancaster University)
Notwithstanding the contemporary relevance of alliance strategies for SME internationalization, especially in the case of uncertain business environments, few studies have investigated human resource issues in the context of SMEs prior to alliance formation. Even more scarce are studies looking at the impact of a manager/entrepreneur’s characteristics on pre-alliance formation, despite recognition of the expected crucial role of the entrepreneur in this context and of the strong connection betwe...
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Deborah Erdos Knapp9
Estimated H-index: 9
(KSU: Kent State University),
Cathy L. Z. Dubois12
Estimated H-index: 12
(KSU: Kent State University)
+ 2 AuthorsRobert H. Faley12
Estimated H-index: 12
(KSU: Kent State University)
AbstractAs the reach of global business operations increases, cultural context will likely influence the nature and amount of sexual harassment workers experience. Surprisingly, little is known about sexual harassment in Russia, an attractive target for expanding companies. To address this gap in the literature, we examine Russian workers’ perceptions of sexual harassment severity through the lens of cultural context. In particular, we examine the sexual harassment severity perceptions from the ...
1 Citations Source Cite
Xiaolang Liu (SWUST: Southwest University of Science and Technology), Qihai Huang8
Estimated H-index: 8
(Lancaster University)
+ 1 AuthorsShanshi Liu4
Estimated H-index: 4
(SCUT: South China University of Technology)
AbstractEmpirical evidence linking employment security to organizational citizenship behavior (OCB) is equivocal. Limited research has considered the effect of employment status. Using data from 217 subordinate–supervisor dyads in a large state-owned enterprise in China as basis, our research found significant association between overall perceived employment security and employee OCB. However, this relationship may vary depending on employment status. Further analysis suggested a curvilinear rel...
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Helena Heizmann4
Estimated H-index: 4
(UTS: University of Technology, Sydney),
Stephen Fox11
Estimated H-index: 11
(QMUL: Queen Mary University of London)
AbstractThis study of HRM in an Australian insurance firm applies a critical discursive perspective to examine HR managers’ attempts to position themselves as Human Resources Business Partners. Analysing semi-structured interviews, we aim to provide a situated understanding of HR managers’ experiences as they sought to become accepted as co-equal partners by line management. Our findings draw attention to the gap between prescriptive accounts of HR Business Partnering and the tensions and legiti...
3 Citations Source Cite
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