“Let’s talk about language!”
People, not organizations, speak languages. This webinar introduces language-sensitive research in IB and explains why and how it emerged. It provides an overview of current state of knowledge and discusses potential avenues for future (interdisciplinary) research. During this webinar, we will problematize the way translation has been treated in quantitative and qualitative IB research. Instead,
“Surviving Challenging Fieldwork Without Losing Your Mind (and Soul)”
Researchers undertaking fieldwork in fragile contexts are often required to immerse themselves among people and events that can be tough to observe, interpret, and write up. The complexity of such work is likely to elicit powerful and potentially harmful emotional responses for the researcher that, if untreated or unrecognised, can leave them at risk of
“Time is on our side? Towards more time-sensitive research in IHRM”
Time is an essential and classic, yet underdeveloped issue in IHRM studies. However, time has an often long and distinguished pedigree in a number of scientific disciplines such as philosophy, physics, sociology, psychology, and organization studies. They constitute rich sources of inspiration and refreshment for the field of IHRM. From these sources crucial general anchor
Informal Network Research in International HRM
Informal networks are a societal phenomenon that can be a significant obstacle to the effectiveness of international managers and expatriates. However, informal networks can simultaneously enable and facilitate business activities and support the efficiency and effectiveness of managerial actions. While informal networking has been universally regarded as an important feature of expatriate effectiveness, respective network
Adjustment Reimagined!
Expatriate adjustment has been extensively studied in the international business literature over the last three decades, and several reviews and meta-analyses have provided many good insights about this topic. Because of this progress, some scholars have suggested moving away from adjustment and focusing on other expatriate experiences. In this webinar, we argue for continued research
“Translating IHRM Research for Practical Impact”
Increasingly, IHRM scholars are being asked to demonstrate the impact of their research beyond academic networks. In some countries (e.g., United Kingdom, Australia), demonstration of research impact is being introduced as a metric for academic research performance. Research impact is also important for business school accreditation; for example, AACSB International has standards for business schools
“Is International Human Resource Management (IHRM) Under the Resource-based View Too Relevant to be Left to IHRM Scholars? How IHRM Can (Re)gain the Scholarly High Ground”
The resource-based view argues that sustainable competitive advantage derives from developing superior capabilities and resources. For organizations, no other resource is as relevant as human resources – and in times of globalization this implies international human resources. As a consequence, strategy research moved increasingly away from a microeconomics to a behavioral paradigm. This should have
“Ethnography in International Business: Theorizing from Fieldwork to Theory in Complex Cultural Contexts”
This webinar is for anyone interested in using ethnography either alone or together with other research methods to build theory on the effects of culture in today’s global and multicultural business contexts. Understanding how culture affects international human resource issues such as global teaming, communication across cultures, language management, work culture integration, strategic talent management,
“Questioning Elitism in International Human Resource Management Studies”
I will argue that IHRM (like business and management studies in general and human resource management studies specifically) has operated from an elitist base: that has not only led to a distortion in our research but has led to some unwanted, negative and even nefarious outcomes. This has been caused by our focus on the
Migration and Business: Current Issues and Future Trends
Over the past decades, global migration patterns have been undergoing significant, although often underestimated, transformations. The directionality, geographic spread, climate and urban migration, and skills involved have resulted in changes in demand and supply of the workforce. In turn, this has affected corporate human resource management and social sustainability practices as well as the diversity,
IHRM research: It’s time to review, reset, and re-imagine!
Drawing from their recent reviews of sixty years of research in international and comparative HRM, published in Human Resource Management (2021) and the Asia Pacific Journal of Human Resources (2021), Helen De Cieri and Karin Sanders will discuss and raise questions such as: How do we define the field of International and Comparative HRM? What are the three
Marion Festing, “The Cultural Context in IHRM – Recent Developments and Experiences from Digital Teaching Innovations”
Context is often what characterizes the particularities of IHRM. For a long time, cultural context was equated with national cultural values investigated in prominent intercultural studies conducted by Hofstede or GLOBE. This led to an intense research program and an oversimplification of the topic in teaching. More recent intercultural research addressing cultural value archetypes, norms,