The authors would like to thank the Swedish Central Bank and the Finnish Academy for financial support for this project and Antonina Pavlovskaya, Marina Libo, and Natasha Libo for assistance with this project. The Effect of Human Resource Management Practices on MNC Subsidiary Performance in Russia This study investigates the relationship between human resource management (HRM) and the performance of 101 foreign-owned subsidiaries in Russia. The study’s results provide support for the assertion that investments in HRM practices can substantially help a firm perform better. Further, different HRM practices for managerial and non-managerial employees are found to be significantly related with firm performance. However, only limited support is obtained for the hypothesized relationship between efforts at aligning HRM practices with firm strategy and subsidiary performance. Key words Human resource management

All authors contributed equally. The names are arranged in alphabetical order

Suzanne Weisband for their advice in the development of the paper. We also thank employees at American Institutes for Research for their participation. Expertise and Collaboration in the Geographically Dispersed Organization The knowledge-based view of the firm has led to greater theoretical interest in how organizations integrate their knowledge resources embedded in people’s expertise. We examine the knowledge integration problem in geographically dispersed professional organizations in which experts work in project teams. From consideration of coordination costs and local ties, we argue that (1) the organization will develop specialized expertise within local sites, (2) managers will not cross geographic boundaries to staff a project unless bringing on a distant expert helps meet customer requirements, (3) cross-site connections help less needed members participate in dispersed projects, and (4) dispersed projects that have a better match of expertise generate higher net earnings. We tested these hypotheses using archival data and interviews in a geographically dispersed professional service organization. We examined how managers staffed 493 local and dispersed projects over a five-year period, and the financial outcomes of these projects. Managers created dispersed projects comparatively rarely; they did so when scarce

Abstract The current study provides a model that aims to explain the origin of the competitive advantage of organizations in terms of the ownership structure. We have also studied the interactions between IT use and ownership structure. To reach these objectives, we have classified the organizations in two groups using the cooperative character criterion. The results show that cooperative firms achieve a superior competitive advantage regardless of the amount of IT that the firms use. The study is focused on the Spanish Pharmaceutical Distribution Industry. 1.

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Abstract not found

This manuscript is unpublished copyrighted work containing trade secret and other proprietary information of John W. Boudreau and

We would like to acknowledge funding provided by Higher Education Authority

This study focuses on the utilization of high performance work systems (HPWS) by subsidiaries of American multinational companies (MNCs). It is based on the premise that American MNCs have a preference for HPWS utilization. However, institutional influences at the host-country level may limit the likelihood of HPWS implementation. This study examines HPWS implementation in a sample of subsidiaries across fourteen host countries in Asia, Africa, and Europe. The research provides considerable variability in host-country institutional environments. The model we propose is largely supported in the case of rank-and-file workers, though some anomalies are found in the case of managerial employees. The study of the diffusion of human resource management (HRM) practices across country borders has become increasingly important in international HRM research (Brewster, 2006). Research shows that the transfer of HRM practices from multinational corporations (MNCs) to their foreign subsidiaries may be contingent upon the country-oforigin of the MNC (Lau & Ngo, 2001), institutional distances between the local and parent country locations (Gaur, Delios, & Singh, 2007), and the institutional pressures embedded

A prevalent claim is that we are in a knowledge economy. An increasingly influential argument is that the division of labour is becoming complex and firms can be viewed as networks of knowledge nodes, that is, sets of interacting individuals with key skills and competencies. Firms competitive advantage relies in their ability to enact intellectual production processes that require bridging talents within an organisation. Building intra-organisational networks of skills, however, may request the enactment of social processes of leading to the sharing of competencies and the exchange of information. The issue, then, becomes one of understanding the circumstances under which firms provide an appropriate context to promote cooperation among individuals bearing specific skills and to mould social networking within organisations. By the means of simulation experiments, we investigate how cooperation may emerge in organisational contexts. In particular, we focus on the role of imitation of pro-social policies and explore role played by scope of interaction dynamics in fostering cooperation. 1