HRM-5011: Global Talent Development and Management

Najafi-Tavani, Z., Robson, M. J., Zaefarian, G., Andersson, U., & Yu, C. (2018). Building subsidiary local responsiveness: (When) does the directionality of intrafirm knowledge transfers matter? Journal of World Business, 53(4), 475–492.
This article focuses on the effects of subsidiary internal knowledge-based activities—knowledge transfer and reverse knowledge transfer—and absorptive capacity on local responsiveness. Based on a sample of 173 Chinese subsidiaries, the results suggest knowledge transfer and absorptive capacity facilitate local responsiveness.

Nudurupati, S. S., Garengo, P., & Bititci, U. S. (2021). Impact of the changing business environment on performance measurement and management practices. International Journal of Production Economics, 232.
This article explores how current business trends are impacting performance management practices (PMM). The literature suggests that business trends are indeed affecting the way organizations are managed in general, but their effect on PMM is rarely investigated. Findings suggest that emerging technologies enable collaborative networks creating opportunities for co-creating value while, at the same time, fostering innovation.

Mehta, R., Dahl, D. W., & Zhu, R. (Juliet). (2017). Social-recognition versus financial incentives? Exploring the effects of creativity-contingent external rewards on creative performance. Journal of Consumer Research, 44(3), 536–553.
This article examines the role of creativity-contingent monetary versus social-recognition rewards on creative performance and provides new insights into the underlying motivational processes through which these rewards affect consumer creativity. This work not only advances the current understanding of how and why two types of widely used creativity-contingent external rewards may have contrasting effects on creative performance, but it also offers important practical insights to managers who utilize reward systems in cultivating consumer creativity in their innovation platforms.

Butler, C. L., Minbaeva, D., Mäkelä, K., Maloney, M. M., Nardon, L., Paunova, M., & Zimmermann, A. (2018). Towards a strategic understanding of global teams and their HR implications: An expert dialogue. International Journal of Human Resource Management, 29(14), 2209-2229.
This article discusses the HRM implications of global teams for international organizations how HRM can enable global teams and their constituent members to overcome the new and considerable challenges of a global team. The debate focuses on global teams and how to strategically respond to the dual pressures of global integration and local adaptation dichotomy.

Abdin, F., Ismail, A., & Nor, A. M. (2019). Trust in supervisor as a mediator of the relationship between perceived interactional fairness in reward systems and organizational commitment. South East Asian Journal of Management, 13(2), 201-221.
This study was undertaken to extend the existing literature by examining the mediating effect of trust in supervisors in the relationship between perceived interactional fairness in reward systems and organizational commitment. The results reveal that the effect of perceived interactional fairness in reward systems on organizational commitment is mediated by trust in supervisors.

Inchul Cho, & Payne, S. C. (2016). Other important questions: When, how, and why do cultural values influence performance management? Industrial & Organizational Psychology, 9(2), 343-350.
This article discusses the impact and influence of cultural values on employee performance management in the U.S. as of June 2016. Topics discussed include the importance of performance ratings due to opportunities for research and development, the need to consider cultural values as a factor to determine the success of multinational organizations, and the impact on cognitive and behavioral processes and functioning from a human resource perspective.