This authoritative Guide provides 41 summaries of important theories used for research in human resource management (HRM). Each entry clearly defines a theory, provides insight into the development of the theory, demonstrates the application of the theory to HRM, and discusses areas where the theory could be applied in future research projects. The two introductory chapters overview HRM in relation to theory, and explain the importance of theory in research and issues to consider when using theory. In particular, the book offers: A concise summary of the origins of HRM A clear explanation of what is and what is not theory Detailed suggestions for selecting and using theories for future research projects Accessible summaries of theories used for HRM research Application of theories from various disciplines to HRM A Guide to Key Theories for Human Resource Management Research will be essential and reassuring reading for Master’s students and PhD candidates researching HRM. It will also benefit early career researchers and more established researchers seeking insight into more recently developed theories.

This Routledge Companion provides a timely and authoritative overview of cross-cultural management as an academic domain and field of practice for academics and students. With contributions from over 60 authors from 20 countries, the book is organised in to five thematic areas: Review, survey and critique Language and languages: moving from the periphery to the core Cross-cultural management research and education The new international business landscape Rethinking a multidisciplinary paradigm. Edited by an international team of scholars and featuring contributions from a range of leading cross-cultural management experts, this prestigious volume represents the most comprehensive guide to the development and scope of cross-cultural management as an academic discipline.

This Routledge Companion provides a timely and authoritative overview of cross-cultural management as an academic domain and field of practice for academics and students. With contributions from over 60 authors from 20 countries, the book is organised in to five thematic areas: Review, survey and critique Language and languages: moving from the periphery to the core Cross-cultural management research and education The new international business landscape Rethinking a multidisciplinary paradigm. Edited by an international team of scholars and featuring contributions from a range of leading cross-cultural management experts, this prestigious volume represents the most comprehensive guide to the development and scope of cross-cultural management as an academic discipline.

Research Handbook on Women in International Management is a welcome addition to the literature on international management, and a must-read for any scholar, from any country, seeking to develop theory and/or research in this field. The book is remarkable for its diversity, covering past, present and future, every region of the world, and many different types of international experience, and family circumstance. Thorough and thought-provoking.' - Kerr Inkson, The University of Auckland Business School, New Zealand and co-author, with Yvonne McNulty, of Managing Expatriates'This book provides a competent coverage of the key issues confronting women in international management. It offers a balanced view of the challenges women in many parts of the world face and the reasons why such challenges exist. It is timely and valuable contribution to the current debates in the international HRM literature.' - Dana Minbaeva, Copenhagen Business School, Denmark The Research Handbook on Women in International Management is a carefully designed collection of contributions that provides a thorough and nuanced discussion of how women engage in international management. It also offers important insights into emerging and new areas of research warranting future consideration. The Handbook commences by reviewing the history of the literature, from the development of the discipline through the current state of research, and progresses into examinations of how socio-cultural and organizational issues affect women, with reference to work/life issues and family. Matters affecting women in international management and work in diverse areas of the globe are then examined, including the Arab Middle East, East Asia, South America, and Western and Central Europe. Next, themes including self-initiated expatriation, women in non-traditional families, and women in the mining industry are explored. The Handbook concludes with a few explicitly reflective chapters by academics working within the field. Contributors: M. Baker, F.L. Cooke, M. Cowling, L. DeVriese, C. Dickie, N. Doherty, I. Fischlmayr, E.C. Harrison, K. Hutchings, I. Kollinger-Santer, P. Lirio, R. McGourty, S. McKenna, Y. McNulty, B. Metcalfe, S. Michailova, M. Moeller, B. Nagy, N. Napier, H. Primecz, J. Richardson, S. Shortland, L. Stroh, P. Tharenou, K. Thorn, J. Tienari

Research Handbook on Women in International Management is a welcome addition to the literature on international management, and a must-read for any scholar, from any country, seeking to develop theory and/or research in this field. The book is remarkable for its diversity, covering past, present and future, every region of the world, and many different types of international experience, and family circumstance. Thorough and thought-provoking.' - Kerr Inkson, The University of Auckland Business School, New Zealand and co-author, with Yvonne McNulty, of Managing Expatriates'This book provides a competent coverage of the key issues confronting women in international management. It offers a balanced view of the challenges women in many parts of the world face and the reasons why such challenges exist. It is timely and valuable contribution to the current debates in the international HRM literature.' - Dana Minbaeva, Copenhagen Business School, Denmark The Research Handbook on Women in International Management is a carefully designed collection of contributions that provides a thorough and nuanced discussion of how women engage in international management. It also offers important insights into emerging and new areas of research warranting future consideration. The Handbook commences by reviewing the history of the literature, from the development of the discipline through the current state of research, and progresses into examinations of how socio-cultural and organizational issues affect women, with reference to work/life issues and family. Matters affecting women in international management and work in diverse areas of the globe are then examined, including the Arab Middle East, East Asia, South America, and Western and Central Europe. Next, themes including self-initiated expatriation, women in non-traditional families, and women in the mining industry are explored. The Handbook concludes with a few explicitly reflective chapters by academics working within the field. Contributors: M. Baker, F.L. Cooke, M. Cowling, L. DeVriese, C. Dickie, N. Doherty, I. Fischlmayr, E.C. Harrison, K. Hutchings, I. Kollinger-Santer, P. Lirio, R. McGourty, S. McKenna, Y. McNulty, B. Metcalfe, S. Michailova, M. Moeller, B. Nagy, N. Napier, H. Primecz, J. Richardson, S. Shortland, L. Stroh, P. Tharenou, K. Thorn, J. Tienari

Against the backdrop of ancient cultures, a communist legacy and eventual institutional atrophy, many of the societies of Central and Eastern Europe have pursued aggressive development trajectories since the early 1990s. This part of Europe is now characterized by an rising economic heterogeneity and a rapidly changing socio-cultural context, underscored by waves of restructuring, privatization, increasing foreign direct investment and an emerging individualism. However, while there has been a growing interest in the transition economies in the past number of years, until now, the contemporary nature of human resource management in these societies has not been well documented in book form.

This long-awaited text:

• charts the contemporary landscape of HRM in this region
• describes key aspects of the transition process as experienced in each of the economies under consideration
• describes key legislative and labour market developments and reforms
• discusses key trends in HRM policy and practice.

Authored by leading names in this field, this much-needed text is an important addition to the regional texts in the Global HRM series.

Against the backdrop of ancient cultures, a communist legacy and eventual institutional atrophy, many of the societies of Central and Eastern Europe have pursued aggressive development trajectories since the early 1990s. This part of Europe is now characterized by an rising economic heterogeneity and a rapidly changing socio-cultural context, underscored by waves of restructuring, privatization, increasing foreign direct investment and an emerging individualism. However, while there has been a growing interest in the transition economies in the past number of years, until now, the contemporary nature of human resource management in these societies has not been well documented in book form.

This long-awaited text:

• charts the contemporary landscape of HRM in this region
• describes key aspects of the transition process as experienced in each of the economies under consideration
• describes key legislative and labour market developments and reforms
• discusses key trends in HRM policy and practice.

Authored by leading names in this field, this much-needed text is an important addition to the regional texts in the Global HRM series.

Talent is in short supply and global competition for it is fierce. This has made Talent Management necessary for organizational sustainability and for countries' well-being and wealth. Talent Management in Small Advanced Economies offers important and timely insights into talent management challenges and solutions, as well as strategies, practices, and activities of small advanced economies and their companies. These countries have been, and continue to be, very well represented among the most competitive countries in the Global Talent Competitiveness Index. Combining academic research with practitioner perspectives, the book uses a range of examples from countries, including Switzerland, Singapore, Norway and New Zealand, to explore the importance of talent and its management, and analyze the concerns faced by small advanced economies in their talent management processes. Key themes explored include: exclusive and inclusive talent management approaches, internal development and external acquisition of talent, and whether to tell employees that they are (not) considered talent. The use of practitioner insights alongside company case studies makes this book a unique and illuminating guide for scholars and professionals working within the areas of both Talent Management and Human Resource Management.

While there are many books on knowledge management, knowledge governance is a concept that has not been so well explored, and is much less understood. Knowledge governance refers to choosing structures and mechanisms that can influence the processes of sharing and creating knowledge.
The book argues that knowledge governance is a distinct issue in management and organization because knowledge processes differ on several dimensions from routine and more traditional processes. The relationship between governance issues and knowledge processes is under-researched, theoretically as well as empirically. Thematically, knowledge governance cuts across fields such as general management, human resource management, the management of intellectual capital, innovation theory, strategic management, technology strategy, and international business. Not surprisingly, existing ideas are developed from the perspectives of different fields and from different underlying disciplinary foundations; however, it often remains unclear how these ideas relate together and how they differ in terms of unit of analysis, mode of analysis, underlying logic and assumptions, etc.
This book is an important step towards overcoming the existing fragmentation in the field by providing a multi-disciplinary collection of chapters on knowledge governance. While the single chapters accentuate the pluralism in the field, they all examine issues that constitute the essence of knowledge governance.