Please use this identifier to cite or link to this item: http://hdl.handle.net/10419/54545
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dc.contributor.authorLertxundi Lertxundi, Aitziberen_US
dc.date.accessioned2011-08-11en_US
dc.date.accessioned2012-01-10T14:16:33Z-
dc.date.available2012-01-10T14:16:33Z-
dc.date.issued2011en_US
dc.identifier.citationInvestigaciones europeas de dirección de la empresa (IEDEE) |c1135-2523 |v17 |y2011 |h2 |p47-67en_US
dc.identifier.urihttp://hdl.handle.net/10419/54545-
dc.description.abstractThis study analyses the readiness of multinational enterprises to export their human resource management (HRM) system to their subsidiaries abroad, depending on the perceived quality of the system and the differences in the cultural contexts of the headquarters and subsidiaries. Using a qualitative exploratory study and another quantitative study of a sample of 58 Spanish industrial multinationals and their affiliates, we conclude that the quality of the headquarters-based HRM system has a significant influence when it comes to deciding whether to export it to the subsidiary, whereas the difference in cultural contexts is not decisive when transferring the basic principles of the human resources system, although it possibly is decisive in the transfer of practices and sub-processes.en_US
dc.language.isospaen_US
dc.publisher|aAcademia Europea de Dirección y Economia de la Empresa (AEDEM) |cVigoen_US
dc.subject.jelF23en_US
dc.subject.jelM12en_US
dc.subject.ddc330en_US
dc.subject.keywordtransfer of HRM practicesen_US
dc.subject.keywordbest practicesen_US
dc.subject.keywordhigh performance work systemsen_US
dc.subject.keywordnational cultureen_US
dc.subject.keywordSpainen_US
dc.titleLa empresa multinacional y la decisión de exportar o adaptar sus prácticas de dirección de recursos humanosen_US
dc.typeArticleen_US
dc.identifier.ppn665772149en_US
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungenen_US

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