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R&D internationalization in medium-sized firms: The moderating role of knowledge management in enhancing innovation performances
بینالمللیسازی تحقیق و توسعه در شرکتهای متوسط: نقش تعدیلکننده مدیریت دانش در افزایش عملکرد نوآوری-2021 The aim of this paper is to analyze the relationship between SMEs’ R&D internationalization and their innovation
outcomes. Most studies on the topic focused on large multinational companies (MNCs), leaving several gaps in
the literature with regard to SMEs. Using data from 106 Italian SMEs we performed an OLS regression analysis to
test and find evidence of a positive linear relationship between SME’s R&D internationalization and innovation
performance. In addition, we found that this relationship is positively moderated by knowledge management
(KM) orientation. Main contributions are directed to the empirical test of the aforementioned relationships in a
specific under developed research area, i.e. non-high tech SMEs, thus highlighting the positive effect of foreign
acquisition of diverse cross-cultural knowledge on innovation. Moreover, KM orientation has been found to
amplify this effect in the context of SMEs, due to a better management and integration of key internal and
external knowledge. keywords: R&D internationalization | Innovation performance | SMEs | Knowledge management |
مقاله انگلیسی |
2 |
Multinational corporation finance and accounting: An empirical transaction cost economics analysis
مالی و حسابداری شرکت های چند ملیتی: یک تحلیل تجربی اقتصاد هزینه معامله-2021 This study analyses the economic drivers that affect multinational corporations (MNCs) leading them to
offshore source their finance and accounting (FA) activities, leveraging on transaction costs economics.
Analyses revealed that talent and technology influence insourcing and implied a trade-off between costs
of setting up own establishment and value of control. MNCs’ aspirations in offshoring FA activities
deviate from solely seeking costs effectiveness or in acquiring FA professionals. These high specificity
companies are seeking the availability of resources in terms of technology advancement and talent that
could be trained with specific knowledge of the companies.
Keywords: Finance and accounting | Offshore outsourcing | Offshore insourcing | Transaction cost economics | Talent | MNCs |
مقاله انگلیسی |
3 |
Managing global knowledge transfer: Inpatriate manager embeddedness and firm innovation
مدیریت انتقال دانش جهانی: تعبیه مدیر داخلی و نوآوری شرکت-2021 The purpose of this study is to explore the role of tacit knowledge transfer in a particular type of global manager -
the inpatriate manager who is typically relocated from the MNC’s subsidiary to headquarter. To do so, we draw
on social embeddedness theory. Our paper suggests that if an inpatriate manager becomes embedded within the
MNCs headquarter, tacit knowledge transfer will occur resulting in innovative practices and a global mindset
within the MNCs headquarters. This study takes the unique approach of studying the barriers that inpatriate
managers face in the transfer of tacit knowledge and highlights the role of human resources in facilitating the
transfer of knowledge across the MNC. The paper articulates the implications for policy and practice and a future
research agenda. keywords: مدیریت دانش | مدیر خارج از کشور | دانش ضمنی | توانایی دانش | Knowledge management | Inpatriate manager | Tacit knowledge | Knowledge capability |
مقاله انگلیسی |
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The effects of subsidiary?s leadership and entrepreneurship on international marketing knowledge transfer and new product development
تأثیرات رهبری فرعی و کارآفرینی در انتقال دانش بین المللی بازاریابی و توسعه محصول جدید-2021 This study investigates the role of a strong subsidiary leadership and entrepreneurial culture in the promotion of
marketing knowledge inflows. We further examine their consequences on the subsidiary’s ability to develop new
products when moderated by the tacitness of knowledge. The data were collected from 202 Portuguese sub-
sidiaries of multinational corporations and were analyzed using partial least squares structural equation
modelling to test the hypotheses. The results indicate that subsidiaries’ strong leadership support and entre-
preneurial culture are fundamental mechanisms that foster marketing knowledge inflows from both the head-
quarters and peer subsidiaries. Moreover, marketing knowledge inflows enhance the focal subsidiary’s
innovation abilities. We also find that tacit knowledge exerts contradictory moderating effects on the transfers of
marketing knowledge, carrying distinct implications for a subsidiary’s knowledge management. The results
expand our understanding of the effectiveness of transferring marketing knowledge among multinational cor-
porations’ (MNCs) subsidiaries. keywords: دانش بازاریابی | شرکت تابعه | رهبری | کارآفرینی | تنگی | توسعه محصول جدید | Marketing knowledge | Subsidiary | Leadership | Entrepreneurship | Tacitness | New product development |
مقاله انگلیسی |
5 |
Enterprise social network for knowledge sharing in MNCs: Examining the role of knowledge contributors and knowledge seekers for cross-country collaboration
شبکه اجتماعی شرکت اجتماعی برای به اشتراک گذاری دانش در MNCS: بررسی نقش مشارکتکنندگان دانش و دانش آموزان دانش برای همکاری متقابل کشور-2021 Online social networking within a large enterprise, known as enterprise social networking (ESN),
is a critical requirement for social relationships and business-related informal discussions among
its employees. ESN is important for multinational companies (MNCs) where employees work in
different time zones in geographically dispersed locations in multiple continents. The MNCs use
the ESN for their knowledge management and transfer activities among different subsidiaries in
different countries or continents as a part of their strategic internationalization initiatives. ESN is
developed by MNCs using enterprise social software for business or commercial knowledge
management purposes and cross-country collaborations among their subsidiaries. ESN helps
cross-country collaboration in MNCs to organize their internal communication (across different
countries) and business discussions in an international environment. ESN is used mainly by two
groups of employees in the MNCs: knowledge contributors and knowledge seekers. Both groups
are essential for overall knowledge management strategy for creation, dissemination, and con-
sumption of knowledge across countries. In this context, the purpose of this study is to examine
the role of knowledge contributors and knowledge seekers in the MNCs using ESN for cross-
country collaboration. keywords: شبکه اجتماعی شرکت | مشارکت کنندگان دانش | دانش آموزان | mncs | همکاری متقابل کشور | Enterprise social network | Knowledge contributors | Knowledge seekers | MNCs | Cross-country collaboration |
مقاله انگلیسی |
6 |
Organizational integration mechanisms and knowledge transfer effectiveness in MNCs: The moderating role of cross-national distance
مکانیسم های ادغام سازمانی و اثربخشی انتقال دانش در شرکت های چند ملیتی: نقش تعدیل کننده فاصله بین المللی-2021 Building on the knowledge-based view of the firm, this study investigates the usefulness of two
organizational integration mechanisms (i.e., formal inter-unit communication and informal
connectedness and shared values) to effectively transfer knowledge between MNC units and ex-
plores how their effectiveness is affected by different dimensions of cross-national distance. Data
on 131 knowledge transfer relationships between units of five Spanish MNCs were used to test the
hypotheses. Results reveal that, although both mechanisms are positively associated with
knowledge transfer effectiveness, the effect of formal inter-unit communication is comparatively
higher. Moreover, this formal integration mechanism seems to work independently of the type of
distance that separates the units involved in the transfer. By contrast, the effectiveness of informal
integration mechanisms is influenced by economic, geographic and administrative dimensions of
distance. Adopting a contingent perspective, and taking into account the multidimensional
character of cross-national distance, this article contributes to the literature on knowledge
management in international firms by showing which organizational integration mechanisms are
more useful to transfer knowledge within MNCs depending on the type of distance that separate
their units. keywords: انتقال دانش | شرکت های چند ملیتی (MNCs) | مکانیسم های ادغام سازمانی | فاصله بین المللی | Knowledge transfer | Multinational corporations (MNCs) | Organizational integration mechanisms | Cross-national distance |
مقاله انگلیسی |
7 |
Sustainable expatriate compensation in an uncertain environment
غرامت پایدار خارج از کشور در یک محیط نامشخص-2020 This study examines an important area of strategic global human resource management - ex- patriate managers compensation in times of global business uncertainty. While expatriation has numerous well-documented benefits for multinational corporations (MNCs), it is incredibly costly. In consequence, when global business conditions become uncertain, the expatriate pro- gram in MNCs is typically one of the first budget centres to be targeted for cost savings. The MNC typically radically restructures expatriate remuneration. The resultant effect of these actions is a negative impact on the relationship between the expatriate and the MNC, ultimately reducing expatriate performance and thereby abating the many advantages that the expatriate program brings to MNCs. Social Exchange Theory and Real Options theory help to provide a theoretical framework to understand how expatriate compensation decisions can help to create a desirable sustainable expatriate program in MNCs. Keywords: Expatriate manager | Compensation | Uncertainty | Sustainability | Social exchange theory | Real options theory |
مقاله انگلیسی |
8 |
Expatriates managers’ cultural intelligence as promoter of knowledge transfer in multinational companies
هوش فرهنگی مدیران به عنوان ترویج انتقال دانش در شرکت های چند ملیتی-2018 This study analyzes the role of the Cultural Intelligence (CQ) of expatriate managers in the processes of
Conventional (CKT) and Reverse Knowledge Transfer (RKT) in Multinational Companies (MNCs). The Partial
Least Squares-Structural Equation Modeling (PLS-SEM) technique was adopted to analyze the data from a survey
of 103 senior expatriate managers working in Croatia. The study reveals how CQ, in all of its four dimensions
(metacognitive, cognitive, behavioral, and motivational), acts as a knowledge de-codification and codification
filter, assisting managers in the Knowledge Transfer process. The study also reveals how previous international
experience does not moderate the positive effect of CQ on both CKT and RKT, offering important theoretical and
practical insights to support MNCs in the KT process.
Keywords: Cultural Intelligence ، Knowledge Transfer ، MNCs ، Croatia ، PLS-SEM |
مقاله انگلیسی |
9 |
How far has international HRM travelled? A systematic review of literature on multinational corporations (2000–2014)
تا چه حد HRM بین المللی سفر کرده است؟ بررسی سیستماتیک ادبیات شرکت های چند ملیتی (2000-2014)-2018 This article reviews the present state of research on multinational corporations (MNCs) in the
international human resource management (IHRM) literature. Drawing on 342 articles from 39
English journals in the business and management field published over the period of 2000–2014,
we identify three key strands within this section of the IHRM scholarly field (MNC country of
origin/domicile effects; expatriate management; and, intra-organizational knowledge and
strategy flows). Building up on our detailed assessment of trends in the literature based on a
systematic review, we propose areas where the field could be developed and extended through
drawing on insights from, and building synthesis with, cognate fields. We conclude that major
developments on the ground – the increasing numbers of unskilled expatriate workers, the rise of
MNCs from emerging markets, and the growth of transnational alternative investors – have the
potential to transform the field of enquiry, yet are only starting to appear in the IHRM literature.
In developing new major areas of enquiry – and in extending existing ones – insights may be
drawn from the literature on comparative institutional analysis to take fuller account of trans
national actors.
Keywords: Alternative investors ، Cultural perspectives ، Expatriates ، Institutional theories ، International human resource management ، Multinational corporation |
مقاله انگلیسی |
10 |
The Transfer of ‘International Best Practice’ in a Brazilian MNC: A Consideration of the Convergence and Contingency Perspectives
انتقال "بهترین روش بین المللی" در MNC برزیل: در نظر گرفتن دیدگاه های همگرایی و احتمالی-2017 This study examines the transfer of a Brazilian MNCs HR model to its subsidiaries in the UK,
Canada, Switzerland and Norway. It enquires where the model was sourced from, to what ex
tent it bore a distinct Brazilian complexion, and whether it was adapted to meet the strictures
of host institutional constraints and traditions. The paper uses these questions to address an
important theoretical debate in the international business literature; that is, whether the pat
tern of diffusion of management practices within MNCs will lead to a convergence of practices
across companies and countries à la the convergence perspective, or whether this is unlikely
given the variety of social and political constraints limiting such a process as suggested by
the contingency perspective. We find that the MNC imposed a unitary (US-sourced) model
of HR ‘best practice’ on all of its subsidiaries. Thus our empirical findings support the conver
gence thesis. However, we argue that these outcomes are largely explained by relations of
power and economic dependence; specifically, the co-existence of dominant-country (US)
practices and a dominant sectoral firm operating in economically dependent regions. Where
similar circumstances are replicated one might foresee convergence within sectors across coun
tries, but otherwise pluralism and eclecticism between sectors and across countries might be
the predominant pattern along the lines envisaged in the conceptualization of “converging
divergences”.
Keywords: International human resource management | Best practice | Brics | Emerging economies | Convergence perspective | Contingency perspective |
مقاله انگلیسی |