An overview of contemporary international human resource management studies

Lee, Yuan-Duen; Lin, Chiu-Chuan; Huang, Chia-Hui

doi:10.1108/lht-11-2016-0140

Cited by 5 publications

(4 citation statements)

References 85 publications

(73 reference statements)

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“…Daud et al, 2019). According to the two key variables, authors and publications, some related sub-networks are also identified like co-authorship networks, author-citation networks and paper-citation networks (Amjad et al, 2018;Daud et al, 2017;Lee et al, 2017).…”

Section: Literature Review 21 Academic Social Networkmentioning

confidence: 99%

Academic social networks and collaboration patterns

Chen

2019

LHT

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Purpose This study attempts to use a new source of data collection from open government data sets to identify potential academic social networks (ASNs) and defines their collaboration patterns. The purpose of this paper is to propose a direction that may advance our current understanding on how or why ASNs are formed or motivated and influence their research collaboration. Design/methodology/approach This study first reviews the open data sets in Taiwan, which is ranked as the first state in Global Open Data Index published by Open Knowledge Foundation to select the data sets that expose the government’s R&D activities. Then, based on the theory review of research collaboration, potential ASNs in those data sets are identified and are further generalized as various collaboration patterns. A research collaboration framework is used to present these patterns. Findings Project-based social networks, learning-based social networks and institution-based social networks are identified and linked to various collaboration patterns. Their collaboration mechanisms, e.g., team composition, motivation, relationship, measurement, and benefit-cost, are also discussed and compared. Originality/value In traditional, ASNs have usually been known as co-authorship networks or co-inventorship networks due to the limitation of data collection. This study first identifies some ASNs that may be formed before co-authorship networks or co-inventorship networks are formally built-up, and may influence the outcomes of research collaborations. These information allow researchers to deeply dive into the structure of ASNs and resolve collaboration mechanisms.

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Section: Literature Review 21 Academic Social Networkmentioning

confidence: 99%

Academic social networks and collaboration patterns

Chen

2019

LHT

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“…Several scholars have reviewed and structured IHRM research (e.g. Acedo and Casillas, 2005;Al Ariss and Sidani, 2016;Brewster et al, 2016;Clark et al, 1999;De Cieri et al, 2007;Delbridge et al, 2011;Lee et al, 2017), contributing greatly to our understanding of the IHRM field. They have, for instance, outlined the need for more research on underexplored topics such as workforce diversity and international mobility (Al Ariss and Sidani, 2016), and they have made detailed accounts of the above-mentioned subfields of IHRM (Cooke et al, 2017(Cooke et al, , 2019.…”

Section: Introductionmentioning

confidence: 99%

“…They have, for instance, outlined the need for more research on underexplored topics such as workforce diversity and international mobility (Al Ariss and Sidani, 2016), and they have made detailed accounts of the above-mentioned subfields of IHRM (Cooke et al, 2017(Cooke et al, , 2019. Other recent reviewers take a more quantitative approach, including Lee et al (2017), who provide a thorough analysis of the IHRM literature between 2007 and 2016 via citation, co-citation, network and factor analysis. While these reviews offer an overview of broad patterns in IHRM, they do not offer an in-depth analysis that could assist researchers understand the nature and discursive orientation of specific studies.…”

Section: Introductionmentioning

confidence: 99%

“…Typically, IHRM is divided into three research subfields: comparative human resource management (HRM), HRM in multinational corporations (MNCs) and cross-cultural human resource management (Brewster et al, 2016; Dowling et al, 2013). Over the past decades, scholars have conducted a vast amount of research in these partly overlapping subfields, historically emphasizing two topics: the transfer of HR practices within MNCs, with particular focus on convergence versus divergence in those practices, and the management of expatriates (Al Ariss and Sidani, 2016; Björkman et al, 2012; Lee et al, 2017).…”

Section: Introductionmentioning

confidence: 99%

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An empirical analysis of research paradigms within international human resource management: The need for more diversity

Kornau

Frerichs

Sieben

2020

German Journal of Human Resource Management: Zeitschrift für Pe

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The goal of this article is to provide a fine-grained analysis of international human resource management research that addresses the different perspectives applied in that research. We coded 203 peer-reviewed international human resource management articles published between 2011 and 2018 with content analytical methods guided by the compass of management research developed by Sieben, which is rooted in critical management research. We were particularly attentive to the various discursive orientations international human resource management scholars have adopted, including ideologically critical, poststructuralist, functionalist and interpretive perspectives. We further examined which methods, theoretical perspectives and topics were common within and across different perspectives. This analysis indicated that critical research intending to politicize and question existing structures and ways of organizing is still marginal. Along with the dominance of functionalist and interpretive studies, papers in our dataset commonly use a strategic human resource perspective, are predominantly interested in the human resource management–performance link and focus rather narrowly on multinational corporations and expatriates. Furthermore, while international human resource management scholars increasingly account for the contextual embeddedness of organizations through macro-level theories, they mainly apply institutional perspectives that view organizations as adapting to institutional constraints. We propose a more diverse and reflexive approach – inspired by ideologically critical and poststructuralist perspectives – that may help to overcome these blind spots. Such an approach might, for instance, look at types of organizations other than multinational corporations and individuals other than highly skilled expatriates and might explicitly bring multiple, external stakeholders into the picture. We conclude by suggesting that international human resource management research and practice would benefit from more research diversity which enables more holistic analyses of phenomena, more innovative research and resultant insights, and more space for meta-theoretical reflections.

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