Over the past two decades, a growing body of research on human resource management
(HRM) has analyzed the relationship between international HRM and institutions. This work …

The context of HRM is important but undertheorized (Paauwe, 2009) and subsequently
underresearched (Jackson, Schuler, & Jiang, 2014). We offer two recent perspectives of …

Human resource management (HRM) has paid insufficient attention to the impact of context.
In this article, we outline the need for HRM to take full account of context, particularly …

This article argues that awareness of institutional context has been singularly lacking in the
most influential areas of HRM. This lack of attention to external context has resulted in …

This conceptual paper argues that national differences in human resource management
(HRM) matter and can be explained by cultural and institutional theories. We explore briefly …

Globalization has brought remarkable developments in the diversity and complexity of
international business and multinational enterprises (MNEs). Concomitant with these …

Drawing upon a large scale comparative data-set we explore the preferred approaches to
managerial compensation pursued by organizations operating in the Central and Eastern …

In this chapter we examine the use of neo-institutional theory in research on HRM in
multinational corporations (MNCs). Although there exists a number of variants of institutional …

This article develops a conceptual framework to assist in determining the value to be gained
from long-term international assignments. By integrating several streams of research, we …

Due to external pressures organizations are confronted with the need to increase pay
transparency and communication. However, there is limited research that has looked at …