Human resource management and industrial relations in multinational corporations in and from China: Challenges and new insights
Human resource management and industrial relations in multinational corporations in and from China: Challenges and new insights
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DOI：
10.1002/hrm.21986
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发表时间：
2019-09-01
影响因子：
6.6
通讯作者：
Chen, Chao C.
中科院分区：
文献类型：
--
作者：
Cooke, Fang Lee;Liu, Mingwei;Chen, Chao C.
本文的目的是提供一个综述，在该领域的研究状况在跨国公司（跨国公司）的人力资源管理（HRM）问题，并从中国。我们整合了来自多个学科的以往研究，阐明了这一主题研究的背景重要性，并提出了总体主题，以扩大研究领域。在中国的跨国公司的跨文化，跨机构的背景下，人力资源管理研究有可能提供在该领域的长期争论，如人力资源管理标准化与本地化和收敛与分歧和这些模式背后的背景因素的背景下的见解。为此，我们呼吁未来的研究中心在不断变化的文化，制度，技术和全球化背景下，在这些跨国公司的人力资源管理和劳资关系问题的理解。实际上，这一领域的知识可以帮助跨国公司的全球经理和高层管理团队驾驭各种复杂的环境，促进更富有成效的跨境协调与合作，并获得合法性和来自中国的跨国公司在全球市场上的额外竞争优势。
The purpose of this article is to provide an overview on the state of research in the field in human resource management (HRM) issues in multinational corporations (MNCs) in and from China. We integrate previous studies from multiple disciplines to articulate the contextual importance of research on this topic, and suggest overarching themes to expand the field of research. HRM research in the intercultural, interinstitutional context of MNCs in and from China has the potential to provide contextualized insights for longstanding debates in the field such as HRM standardization versus localization and convergence versus divergence and contextual factors behind these patterns. To this end, we call for future research to center on the changing cultural, institutional, technological, and globalization context in understanding HRM and industrial relations issues in these MNCs. Practically, knowledge in this area can help global managers and top management teams in multinational organizations navigate various context complexity, foster more productive coordination and cooperation across borders, and gain legitimacy and MNCs in and from China additional competitive edge in the global marketplace.