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1 |
Mapping the terrain of international human resource management research over the past fifty years: A bibliographic analysis
نقشه برداری از زمین تحقیقات مدیریت منابع انسانی بین المللی در طول پنجاه سال گذشته: تجزیه و تحلیل کتابشناختی-2021 This review aims to take stock of the extant international human resource management (IHRM) research by
identifying gaps and mapping out a future research agenda for IHRM scholars. Based on an extensive biblio-
graphic analysis of 1924 articles published in the field of IHRM, we confirm three key clusters of existing
knowledge: (a) expatriation management; (b) global human capital; and (c) international human resource pol-
icies and practices. Moreover, using scientific mapping tools, sub-themes in each cluster are classified, issues and
deficiencies are examined and discussed. Furthermore, a future IHRM research agenda is proposed, including
managing global work to cope with the adverse social and economic conditions, and to localize emerging market
multinationals; building global human capital towards developing sustainability and nurturing digital multina-
tionals; developing new perspectives and theories on transferring IHRM policies and practices; and embracing
rigorous or innovative empirical methods in the field. keywords: مدیریت منابع انسانی بین المللی | کسب و کار بین المللی | مدیریت خارج از کشور | سرمایه انسانی | تجسم شباهت ها | International human resource management | International business | Expatriation management | Human capital | Visualization of similarities |
مقاله انگلیسی |
2 |
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 |
3 |
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 |
4 |
International HRM in South African multinational companies
مدیریت منابع انسانی بین المللی در شرکت های چند ملیتی آفریقای جنوبی-2017 With the paucity of published research on human resource management (HRM) policy and
practice in the BRICS countries (Brazil, Russia, India, China and South Africa), the rationale
for this article is to evaluate the nature of HRM practices, their development, application and
diffusion in South African MNCs. It provides an exploratory analysis in a systematic literature
review referring to qualitative case study research and research survey literature to better un
derstand HRM strategies and practices developed and diffused by growing emerging market
MNCs from South Africa.
The findings underline significant challenges of human resource development and controver
sies regarding host country issues alongside a degree of ‘sophistication’ in the HRM practices
of firms analysed. An aim of the article is to identify areas for further research on business
and HRM models of Emerging Market MNCs (EMMNCs) in the African context and develop a
set of seven research propositions.
Keywords: BRICS | Emerging markets | Emerging Market Multinational Companies | (EMMNCs) | Human resource management (HRM) | South Africa |
مقاله انگلیسی |
5 |
Employee emotional resilience during post-merger integration across national boundaries_ Rewards and the mediating role of fairness norms
انعطاف پذیری عاطفی کارکنان در طول ادغام پس از ادغام در مرزهای ملی - پاداش ها و نقش میانجی گری هنجارهای عدالت-2017 This article presents a conceptual framework to advance the understanding of the process and pitfalls of post
merger integration (PMI) across national boundaries. We argue that successful PMI is contingent on employee
emotional resilience, which, in turn, depends on the efficacy of reward systems and of the underlying equity. The
paper documents the key role played by financial and non-financial rewards, and of reciprocal behaviors con
ditioned by fairness norms, on employee emotional resilience during PMI, and the impact on them of contextual
dynamics. We draw out the implications for theory and practice, again taking into special account of mergers
across national boundaries, and those involving multinational enterprises (MNEs).
Keywords: Rewards systems | HRM practices | Fairness norms | Emotional resilience | Mergers and acquisitions (M & As) | MNEs | Organizational sustainability | International HRM |
مقاله انگلیسی |
6 |
The search for global competence: From international HR to talent management
جستجو برای صلاحیت جهانی: از منابع انسانی بین المللی به مدیریت استعداد-2016 This article describes the evolution of the search for global competence through a 50-year content
analysis and review of published research in the field of International HR Management (IHRM), and more
recently, Talent Management (TM), with special emphasis on the Journal of World Business. We present a
detailed examination of the IHRM/TM content of the Journal of World Business from its inception in
1965 through 2014. To put the results of that review into perspective, we review key themes in global
business and strategy from 1965 to the present, noting where IHRM/TM research and business trends
correspond, diverge, and lag. Next, we present a brief history of IHRM and TM, showing how the
emerging theme of TM offers challenges and promise for connecting future IHRM/TM research with
emerging business, strategy, and social trends. We conclude with the implications of our findings for
future research, and the importance of the search for global competence.
Keywords: International HR Management | Global business trends | Talent management | Global talent management | Global competence | Business strategy |
مقاله انگلیسی |
7 |
مدیریت منابع انسانی: بینش هایی از صنعت هتل های بین المللی
سال انتشار: 2015 - تعداد صفحات فایل pdf انگلیسی: 11 - تعداد صفحات فایل doc فارسی: 36 مدیریت استراتژیکی منابع انسانی (SHRM) سه شیوه و راهکار را تعریف می کند :
1- شیوه کار جهانی یا الگوی برتر
2-شیوه ی مناسب سازی احتمالی
3- دیدگاه منبع محور
این مقاله شواهدی بر یکسان سازی یاانتخاب ترکیبی از این شیوه ها را از طریق 8 مورد مطالعاتی در صنعت بین المللی هتل پژوهش و تحقیق می کند . نتایج نشان می دهد که شواهد قابل توجهی برای کاربرد ترکیبی با استفاده از یک یا دو شیوه بدست آمده اما شیوه RBV مدیریت منابع انسانی از جهت دستیابی برای تمامی شرکت ها بسیار سخت و مشکل می باشد . در مجموع دست یافتن به انواع شیوه ها و راه کارها از طریقSHRM بسیار چالش برانگیز بوده چون که فشار وارد بر صنایع بسیار زیاد است . این مقاله بیان می کند که کدام شرکت ها چندین سود رقابتی را از مدیریت منابع انسانی را کسب نموده اند و شیوه های HRM تراز بسیار نزدیکی با مدیریت متخصصین برای شرکت های بزرگ دارد و تلاش می کند با افزایش آنها و گسترش مدیریت منابع انسانی در قالب خاص ، پیچیده و تخصصی ، مداخله نموده که این خود تاثیر متقابل آن را در تنویت این سیستم نشان می دهد .
واژه های کلیدی: مدیریت منابع انسانی بین المللی | مدیریت استراتژیک منابع انسانی | تمایز | مزیت رقابتی
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