HRM practices and MNC knowledge transfer

Dana B. Minbaeva

1
Abstract

2
Introduction

3
HRM Data Panelist

4
Black Box

6
Measures

7
Results

& Method

8
Conclusions

9
Questions

Purpose
HRM & knowledge transfer within MNCs.

Design/methodology/approach

Hypotheses

Findings

Implications
additional research is needed

Panelist

Originality
HRM & knowledge transfer within MNCs.

two groups of HRM

Keywords

KM

MNC

HRM

Literature
characteristics of that knowledgeknowledge sources knowledge sendersknowledge receivers

the transformation of the HRM system and identified the support to the process of organizational learning as the key strategic task facing the HRM function in many MNCs today Panelist

HRM practices and knowledge-related outcomes are associated

bringing knowledge transfer and HRM together

What HRM practices?

Human resource planning Reward systems

Performance appraisal Career management

Panelist

Which combinations of HRM practices? conceptual

cluster analysis
factor analytic

Developing absorptive capacity of knowledge receivers

HRM practices [absorptive capacity of knowledge receivers]

Panelist

H1

degree of knowledge transfer

Supporting learning environment

HRM practices [Supporting learning environment]

Panelist

H2

degree of knowledge transfer

complementarity

H3a
HRM practices [absorptive capacity of knowledge receivers as a system of mutually reinforcing practices]

H3b
HRM practices [Supporting learning environment as a system of mutually Panelist reinforcing practices]

H3c
HRM practices [Both capacity and environment as a system of mutually reinforcing practices]

degree of knowledge transfer

Data
data set of the subsidiaries of Danish MNCs two or more subsidiaries abroad employ more than 30 employees The final data set consisted of 305 Danish subsidiaries located in Europe, Asia, and North America.
Panelist

Method
web-based questionnaire survey methodology The resulting data set consisted of 92 subsidiaries (response rate of 30 percent). The subsidiaries were located in the USA, China, Germany, Sweden, the UK, Russia, Poland, France, Sri Lanka, India, and Portugal

Dependent

Independent
Staffing Promotion Compensation Performance appraisal Corporate socialization Mechanisms Flexible working practices Panelist

Degree of knowledge transfer (DoKT)

Panelist

Panelist

H1

H2

H3a
Panelist limitations

H3b

H3c

only two mediating variables

Survey response bias

the use of control variables

Keywords Panelist Originality

Thanks in advance
Panelist