Exploring Successful International Human Resource Management: Past, Present, and Future Directions

Today, approximately 60,000 multinational enterprises (MNEs) employ more than 45 million people worldwide. This is about twice as many as in 1990, and this number is predicted to increase to 75 million people by 2010 (Schuler, 2003). This paper is dedicated to helping develop the understanding and competencies necessary for HR managers to succeed. Additionally, this paper aims to review the most important aspects of International Human Resource Management, (IHRM), such as the development of IHRM, IHRM vs. domestic HRM, successful localization, and talent management in IHRM. Finally this paper discusses issues that are likely to gain importance in the IHRM field in the near future.IHRM, HRM, Localization, Talent Management, IHRM Future

Doctor of Philosophy

dissertationCross-disciplinary academic research has consistently shown how job satisfaction is closely related to many other important organizational, institutional, economic, social, and individual outcomes. Furthermore, countless studies have examined the various determinants of job satisfaction (intrinsic/extrinsic rewards, workplace relationships, workplace quality characteristics, and individual dispositional factors). Additionally, there is a growing body of comparative research examining cross-cultural differences in job satisfaction and its determinants. However, the existing research cannot explain the similarities in job satisfaction levels across different sorts of countries, nor can it explain the differences between seemingly similar countries. Moreover, there has been no significant research conducted to date that has examined the country-level structural and context;ual conditions that are poised to significantly impact workplace conditions, and thereby worker satisfaction and its determinants. In this research, I address this existing gap in the academic literature on job satisfaction by using nonpanel longitudinal data from the International Social Survey Program (Work Orientations I, II, and III: 1989, 1997, and 2005-survey questions on job characteristics and job quality) to examine cross-national differences in job satisfaction and its determinants. First, I use bivariate descriptive procedures, OLS regression, and hierarchical linear modeling to test for statistically significant variation across countries. Second, I compare and combine previous theoretical work surrounding globalization and the role of the state to examine and explore the macrolevel variables behind these country differences, resulting in differences in work quality characteristics and the perceived worker satisfaction cross nationally

Engaging Millennial Students through Community-Engaged Experiential Learning

Millennial students and workers are high-achieving, have a strong desire for ongoing personal and professional development, and tend to be invested in making a sustainable impact on society and in the communities in which they live and work. One avenue to engage these students is community-engaged experiential learning (or service learning). While service learning is not new, this “civically-engaged” pedagogy has increased in popularity and usage. It provides meaningful community-service opportunities that simultaneously teach civic responsibility and encourage life-long civic engagement, while also providing significant real-life, hands-on learning of important skills and vital social understanding. This quantitative study examines the connections between students’ motivations for enrolling in service-learning courses and their perceived likelihood for course and program completion. It also connects student motivations for enrolling in service-learning courses to the literature on millennial students and preparing students for the future workforce. Findings not only identify gains in service-learning motivations overall, but also specific volunteerism motivations that contribute to students’ expressions of intent for course and program completion. The findings also demonstrate that study participants exhibited typical characteristics associated with the millennial generation and that these are strengthened through service-learning participation

Enacting Change Through Borrowed Legitimacy: An Institutional Perspective

The notion of enacting change in lieu of the forces that promote institutionalization is troublesome to Institutional Theory, which generally predicts isomorphism as a condition of survival. Here, we offer borrowed legitimacy through coalitions as an explanation for how an organization might successfully deviate from social norms to enact change, yet still gain sufficient cognitive and sociopolitical legitimacy for survival. We explain that borrowing legitimacy through a coalition allows an illegitimate organization to impose an alternative future despite institutional pressures for its convergence to social norms, rules and expectations

Fostering a Culture of Innovation in Organizations

In an increasingly turbulent and hyper-competitive globalized economy, organizations must find ways to innovate in order to survive. Organizations need to take a proactive strategic approach to fostering and implementing strategies for greater organizational innovation. The aim of this paper is to explore the features and characteristics of innovative organizations

Comparative Job Satisfaction and Its Determinants in For-Profit and Nonprofit Employees Across the Globe

Beneficial outcomes of job satisfaction include greater productivity, higher work quality, increased company competitiveness, less turnover, and decreased workplace conflict. Understanding the variables that impact job satisfaction is critical to improving organizational effectiveness. The current research compares job satisfaction factors among for-profit and nonprofit employees globally, using International Social Survey Program data on work orientations. As such, this study contributes new insights from a large-scale international data set to inform employers and researchers about factors that contribute to job satisfaction on a global basis. Findings indicate more commonalities than differences in job satisfaction factors across the two groups

Opportunities, Challenges and Employment Relative Advantages in the Cooperative Sector in Iran

Arguably, the cooperative sector is one of the most important sectors in the structure of a country and its government. Furthermore, as Iran is actively seeking to develop cooperatives in different sectors such as agricultural, construction, sales and export, cooperatives in the Iranian context are important to study. This paper aims to study the opportunities, challenges and employment advantages in the cooperative sector in Iran.Keywords: Cooperative; Iran; Opportunities; Challenge

The Perceived Value of Using a Team Charter in Business Education

Schools of business seek to prepare students for the workplace with employer-valued skills such as communication, teamwork, and application of knowledge. As such, a common practice for business and management educators is to involve students in collaborative team-based assignments and community projects. To facilitate the development of teamwork skills, faculty members may have students create a team charter, which involves student teams identifying goals, roles, and norms. However, empirical evidence of the value of team charters is limited. This study examined student perceptions of team charters to determine if they played a role in effective teamwork or if other variables accounted for team success. The study entailed an analysis of a mid-semester team evaluation survey and an end-of-semester team charter survey. Findings indicated that overall, the inclusion of the development and application of student charters in student group projects leads to several important benefits and learning outcomes. However, the perceived usefulness of charters varies among students by level of experience and year in school

Supervisory Status and Job Satisfaction: A Global Comparative Analysis

Although previous studies have indicated that supervisory status positively impacts job satisfaction, studies comparing supervisors with non-supervisors in different work contexts are limited. The current global comparative study examines the balance between work and home life, motivational rewards, and worker interactions to determine their impact on job satisfaction based on supervisory status. The study analyzes job satisfaction factors across 37 nations using International Social Survey Program data. The current research was based on a job satisfaction model based on evidence from theory and research. A range of descriptive analytics and regression analyses based on the model were conducted. Findings confirm a statistically significant difference in reported levels of job satisfaction for supervisors versus non-supervisors. Additionally, job autonomy, a job useful to society, and scheduling flexibility were not statistically significant for supervisors but non-supervisors. The overall model fit was slightly better for supervisors than non-supervisors. Given that supervisors have greater job satisfaction than non-supervisors, the former may overestimate job satisfaction among their workers. This could be an issue if supervisors assume that their employees are as satisfied as they are. Awareness of differences in job satisfaction based on supervisory status, then, is critical for help managers support their workers. In terms of the question of whether supervisors and non-supervisory differ in their satisfaction levels and the determinants of their satisfaction, this study supports that conclusion. This suggests that the benefits of taking on a supervisory role outweigh the additional demands. And while we did find variables that affect non-supervisors that don’t affect supervisors, most variables were important to both. This suggests that things that contribute to job satisfaction will impact employees regardless of whether they are in a supervisory position