A typology of international human resource management in Japanese multinational corporations: Organizational implications
基于对日本跨国公司在美、欧、亚子公司的十年研究，提出四种国际人力资源管理设计方法，并讨论其对组织灵活性、学习、整合与成本的影响。
This article outlines a typology of approaches to the design of international human resource management (HRM) systems in multinational corporations based on a ten-year study of Japanese affiliates in the United States, Europe, and Asia. After outlining four different approaches based on the dimensions of parent company imprint, problem attribution, and diffusion of HRM innovations, the article discusses the implications for organizations in the areas of flexibility, organizational learning, integration and coordination, and cost. © 1998 John Wiley & Sons, Inc.