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Handbook of Research in International Human Resource Management
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Handbook of Research in
International
Human Resource
Management
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LEA’S ORGANIZATION AND MANAGEMENT SERIES
Series Editors
Arthur P. Brief
University of Utah
James P. Walsh
University of Michigan
Associate Series Editor
Sara L. Rynes
University of Iowa
Ashforth (Au.): Role Transitions in Organizational Life: An Identity-Based Perspective.
Bartel/Blader/Wrzesniewski (Eds.): Identity and the Modern Organization.
Bartunek (Au): Organizational and Educational Change: The Life and Role of a Change Agent
Group.
Beach (Ed.): Image Theory: Theoretical and Empirical Foundations.
Brett/Drasgow (Eds.): The Psychology of Work: Theoretically Based Empirical Research.
Chhokar/Brodbeck/House (Eds.): Culture and Leadership Across the World: The GLOBE
Book of In-Depth Studies of 25 Societies.
Darley/Messick/Tyler (Eds.): Social Influences on Ethical Behavior in Organizations.
Denison (Ed.): Managing Organizational Change in Transition Economies.
Dutton/Ragins (Eds.): Exploring Positive Relationships at Work: Building a Theoretical and
Research Foundation
Elsbach (Au): Organizational Perception Management.
Earley/Gibson (Aus.): Multinational Work Teams: A New Perspective.
Garud/Karnoe (Eds.): Path Dependence and Creation.
Harris (Ed.): Handbook of Research in International Human Resource Management
Jacoby (Au.): Employing Bureaucracy: Managers, Unions, and the Transformation of Work in
the 20th Century, Revised Edition.
Kossek/Lambert (Eds.): Work and Life Integration: Organizational, Cultural and Individual
Perspectives.
Lampel/Shamsie/Lant (Eds.): The Business of Culture: Strategic Perspectives on Entertainment and Media.
Lant/Shapira (Eds.): Organizational Cognition: Computation and Interpretation.
Lord/Brown (Aus.): Leadership Processes and Follower Self-Identity.
Margolis/Walsh (Aus.): People and Profits? The Search Between a Company’s Social and
Financial Performance.
Messick/Kramer (Eds.): The Psychology of Leadership: Some New Approaches.
Pearce (Au.): Organization and Management in the Embrace of the Government.
Peterson/Mannix (Eds.): Leading and Managing People in the Dynamic Organization.
Rafaeli/Pratt (Eds.): Artifacts and Organizations: Beyond Mere Symbolism.
Riggio/Murphy/Pirozzolo (Eds.): Multiple Intelligences and Leadership.
Schneider/Smith (Eds.): Personality and Organizations.
Smith (Ed.): The People Make The Place: Dynamic Linkages Between Individuals and
Organizations.
Thompson/Choi (Eds.): Creativity and Innovation in Organizational Teams.
Thompson/Levine/Messick (Eds.): Shared Cognition in Organizations: The Management of
Knowledge.
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Lawrence Erlbaum Associates
Taylor & Francis Group
270 Madison Avenue
New York, NY 10016
Lawrence Erlbaum Associates
Taylor & Francis Group
2 Park Square
Milton Park, Abingdon
Oxon OX14 4RN
© 2008 by Taylor & Francis Group, LLC
Lawrence Erlbaum Associates is an imprint of Taylor & Francis Group, an Informa business
Printed in the United States of America on acid-free paper
10 9 8 7 6 5 4 3 2 1
International Standard Book Number-13: 978-0-8058-4949-3 (Softcover) 978-0-8058-4948-6 (Hardcover)
No part of this book may be reprinted, reproduced, transmitted, or utilized in any form by any electronic, mechanical, or
other means, now known or hereafter invented, including photocopying, microfilming, and recording, or in any information storage or retrieval system, without written permission from the publishers.
Trademark Notice: Product or corporate names may be trademarks or registered trademarks, and are used only for
identification and explanation without intent to infringe.
Library of Congress Cataloging-in-Publication Data
Handbook of research in international human resources / Michael M. Harris, editor.
p. cm. -- (LEA’s organization and management series)
Includes bibliographical references and index.
ISBN 978-0-8058-4949-3 (alk. paper) -- ISBN 978-0-8058-4948-6 (alk. paper) -- ISBN
978-1-4106-1824-5 (alk. paper)
1. International business enterprises--Personnel management--Handbooks, manuals, etc. 2.
International business enterprises--Personnel management. I. Harris, Michael M.
HF5549.5.E45H363 2007
658.3--dc22 2007011799
Visit the Taylor & Francis Web site at
http://www.taylorandfrancis.com
and the LEA Web site at
http://www.erlbaum.com
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Dedication
This book is dedicated to my wife Pat and our
children — Nosson and his wife Ora, David, Rochel, Anne,
and Yoni — and our grandchildren Eliyahu Dovid,
Zechariah Yosef, and Yitzchak.
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Table of Contents
Chapter 1
Introduction ......................................................................................................................................1
Michael M. Harris
Chapter 2
National Culture and Cultural Effects...............................................................................................5
John J. Lawler, Fred O. Walumbwa, and Bing Bai
Chapter 3
Qualitative Research Methodologies and International Human Resource Management................29
Robert P. Gephart, Jr. and Julia Richardson
Chapter 4
Methodological Issues in International Human Resource Management Research ......................... 53
David Chan
Chapter 5
Human Resource Strategy in the International Context..................................................................77
Paul R. Sparrow and Werner Braun
Chapter 6
Research on Selection in an International Context: Current Status and Future Directions.......... 107
Filip Lievens
Chapter 7
International Performance Management and Appraisal: Research Perspectives..........................125
Caroline Bailey and Clive Fletcher
Chapter 8
International Compensation........................................................................................................... 145
Michael M. Harris and Seungrib Park
Chapter 9
International Labor Relations........................................................................................................ 163
Greg Hundley and Pamela Marett
Chapter 10
Expatriate Management: A Review and Directions for Research in Expatriate Selection,
Training, and Repatriation............................................................................................................. 183
Jessica R. Mesmer-Magnus and Chockalingam Viswesvaran
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Chapter 11
Careers in a Global Context...........................................................................................................207
Jean-Luc Cerdin and Allan Bird
Chapter 12
Summary and Conclusions............................................................................................................229
Michael M. Harris
Author Index ................................................................................................................................245
Subject Index ................................................................................................................................265
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Foreword
In The World Is Flat, the Pulitzer prize-winning journalist, Thomas Friedman, describes playing a
round of golf in Bangalore, India, in February 2004:
No one ever gave me directions like this on a golf course before: “Aim at either Microsoft or IBM.” I
was standing on the first tee at the KGA Golf Club in downtown Bangalore, in southern India, when
my playing partner pointed at two shiny glass-and-steel buildings off in the distance … HP and Texas
Instruments had their offices on the back nine. That wasn’t all. The tee markers were from Epson,
the printer company, and one of our caddies was wearing a hat from 3M. Outside, some of the traffic
signs were also sponsored by Texas Instruments, and the Pizza Hut billboard on the way over showed a
steaming pizza, under the deadline “Gigabites of Taste!”
In the first chapter alone, Friedman describes how American companies are hiring Indian radiologists to read x-rays taken in the United States, Indian accountants to prepare U.S. taxes, Indian financial journalists to generate earnings reports and conduct basic financial analyses for Bloomberg, and
Indian computer experts to talk American consumers through software glitches. What does it take to
move from domestic to global manufacturing and service provision? To help organizations make these
dramatic kinds of adjustments, what do human resource managers need to know and do?
Some of the HR tasks involved in globalization are much the same as domestic tasks, only more
complex. For example, workers must be selected, trained, and compensated in either setting. However, many more uncertainties abound in cross-national settings. Do the same personal traits predict
success in different cultures? Can they be assessed via similar methods? How can customer service
employees be trained to respond appropriately to the tacit understandings that exist in another culture? Which parts of a job embody strategic knowledge or skills that should not be outsourced, and
which represent knowledge or skills that might best be commoditized?
In addition to the greater complexity of such basic HR functions as selection, training, and job
design in global settings, there are also questions in areas that many HR managers (and researchers) know little about, such as technology, business strategy, organizational design, organizational
change, and international law. Although HR experts should not be expected to have primary responsibility for such areas, there is much that both managers and researchers can do to better advise
organizations faced with such daunting challenges.
In the Handbook of Research in International Human Resource Management, Michael Harris
and other prominent HR researchers address the question of what is known, and not known, about
managing people in internationalsettings. After reading the chaptersin this volume, one realizesjust
how many opportunities there are for researchers to provide better guidance to organizations racing
to manage in the “flat world” of the twenty-first century. In nearly every functional area of HR, the
authors show that there are many questions waiting to be addressed or answered more definitively.
Equally important, this book goes beyond simply reviewing research in the functional areas of
HR. For example, Paul Sparrow and Werner Braun situate international HR management (HRM)
in the broader context of international business strategy. In addition, David Chan draws on his
considerable expertise in both HRM and research methods to alert researchers to important methodological issues in international HR research. Similarly, Robert Gephart and Julia Richardson
share their expertise on a set of methodologies—that is, qualitative research strategies—that have
been underemployed in human resources research. Making greater use of these methodologies will
simultaneously facilitate other objectives, such as tapping the substantial expertise of international
HRM practitioners and studying the organizational change processes that inevitably must accompany
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changes in policies, practices, or procedures. John Lawler, Fred Walumbwa, and Bing Bai discuss
aspects of national culture and how they affect the workplace, while Greg Hundley and Pamela
Marett describe differences in industrial relations systems and their effects on national economies
and workplace relations.
It is an exciting time to get involved in international human resources research. Just as more and
more businesses have expanded globally, so more and more business schools have expanded their
programs to other continents. As more and more academics teach and get to know managers and
academics in other parts of the world, new opportunities for research and consulting collaborations
are created. Organizations such as the International Association of Chinese Management Research,
InfoHRM, and regional affiliates of the Academy of Management are increasing the number of conferences devoted to international management issues of interest to both academics and practitioners.
At this point in time, we have the opportunity to discover, as never before, the extent to which there
are certain “universalistic truths” to human behavior. We can also learn the extent to which human
skills, abilities, and personalities are malleable in the face of dramatically new stimuli and choices.
Harris and the other authors of this handbook help to show us where to begin.
Sara Rynes, Arthur Brief, and James Walsh
Series editors
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Acknowledgments
I would like to thank a number of individuals for helping me complete this project. Sara Rynes’ help
is most appreciated. Sara not only helped convince the publisher of the merits of the book, she was
also very helpful in reviewing the chapters, providing comments, and encouraging me to continue
when I needed encouragement. She went out of her way to offer help. Anne Duffy was also supportive and provided excellent encouragement as well. Without their ongoing support, this book would
not have come to fruition. I would also like to thank the patience of Prudy Taylor Board, project
editor. She put up with a major delay that I caused.
Closer to home, Joel Glassman, associate provost for academic affairs, and director, Center for
International Studies, along with Keith Womer, dean of the College of Business Administration,
both of the University of Missouri-St. Louis, were helpful in providing release time to work on this
book. I am most grateful for their assistance in this regard.
Finally, my wife, Pat, has been my life force, enabling me to work on this book. She has practically single-handedly kept me going when life has thrown difficult challenges in my way. Without
her presence, I would not have had the desire, let alone the opportunity, to complete this book.
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Bing Bai
University of Illinois at Urbana-Champaign
Institute of Labor and Industrial Relations
Champaign, Illinois
Caroline Bailey
Queensland University of Technology,
Brisbane, Australia
Allan Bird
College of Business Administration
University of Missouri-St. Louis
St. Louis, Missouri
Werner Braun
Manchester Business School
Booth Street West
Manchester, UK
Jean-Luc Cerdin
ESSEC Business School
Cergy-Pontoise, France
David Chan
National University of Singapore
School of Economics and Social Sciences
Singapore Management University
Singapore
Clive Fletcher
Goldsmiths College, University of London,
and Personnel Assessment Ltd.
London, UK
Robert P. Gephart, Jr.
Department of Strategic Management
and Organization
University of Alberta
Edmonton, Canada
Michael Harris
College of Business
University of Missouri-St. Louis
St. Louis, Missouri
Greg Hundley
Krannert Graduate School of Management
Purdue University
West Lafayette, Indiana
John J. Lawler
University of Illinois at Urbana-Champaign
Institute of Labor and Industrial Relations
Champaign, Illinois
Filip Lievens
Department of Personnel Management, Work
and Organizational Psychology
Ghent University
Ghent, Belgium
Pamela Marett
Sul Ross State University
Alpine, Texas
Jessica R. Mesmer-Magnus
University of North Carolina at Wilmington
601 South College Road
Wilmington, North Carolina
Seungrib Park
Psychology Department
University of Nebraska
Omaha, Nebraska
Julia Richardson
School of Administrative Studies
York University
Atkinson Faculty, Keele Street
Toronto, Canada
Paul Sparrow
Director, Centre for Performance-Led HR
and Professor of International Human
Resource Management
Lancaster University Management School
Lancaster, UK
Contributors
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Chockalingam Viswesvaran
Department of Psychology
Florida International University
Miami,
Lancaster University Management School
Lancaster, UK
Fred Ochieng Walumbwa
Department of Management
School of Global Management
and Leadership
The Arizona State University
Phoenix, Arizona
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