Normative and systems integration in human resource management in Japanese multinational companies

Purpose This paper aims to conceptualise a framework of “transnational human resource management” (HRM) and to demonstrate the validity of the model. Design/methodology/approach Evidence is drawn from survey of 93 large Japanese multinational companies (MNCs). Data are analysed through descriptive statistics, hierarchical multiple regression analyses and mediation effect analyses. Findings The analysis reveals that the practices for normative and systems integration are associated with increasing levels of social capital and geocentric staffing, respectively, and the social capital and geocentric staffing fully mediate the relationship between normative and systems integration and transnationality. Originality/value The research extends the integration theory in international HRM and demonstrates the validity of our framework for transnational HRM. The authors also shed light on the reality of the integration aspects of international HRM in Japanese MNCs

ジョウシ コウドウ ガ ジュウギョウイン ノ リテンション ト ショクバ ナイガイ デノ コウドウ ニ アタエル エイキョウ ショクム ヘノ ウメコミ ノ バイカイ コウカ ノ カノウセイ

本研究では，家族支援的上司行動が，職務への埋め込みを媒介して従業員の職場内外での心理・行動に与える影響を実証的に分析した。職務への埋め込みの定義・先行要因・影響等を先行研究のレビューを通じて整理し，それを踏まえて仮説を導出した。データを統計的に検証したところ，設定した仮説は概ね支持された。また職務への埋め込みが，媒介変数としての機能を果たすことも確認された。上司による家族支援的な行動が，職務への埋め込みを通じて従業員の職場定着やその他の結果に寄与することが証明されたことは，管理者の実践に大きな示唆を与えるだろう。This study empirically analyzes the impact of family supportive supervisor behaviors(FSSB) on employees’ attitude and behavior through job embeddedness. The hypotheses are developed from a review of previous research on job embeddedness, and are statistically tested. The results support our hypotheses, confirming that job embeddedness functions as a mediator. The evidence that FSSB contributes to employee retention and other outcomes through job embeddedness provides strong enouragement for managers to adjust their practices.論