Promoting knowledge sharing in foreign subsidiaries through global talent management: the roles of local employees’ identification and climate strength
研究了全球人才管理如何通过增强本地员工的组织认同来促进知识共享，并发现全球人才管理氛围强度能强化这一关系。基于对韩国28家外国子公司744名本地员工的调查。
This study investigates how global talent management (GTM) contributes to host-country national (HCN) knowledge sharing. Drawing from the social exchange, social identity, and attribution theories, we developed a theoretical model to examine how GTM influences HCN knowledge sharing via increased organizational identification and the moderating role of GTM climate strength in foreign subsidiaries. The survey results from 744 HCNs working for 28 foreign subsidiaries in South Korea demonstrate that HCNs’ perceived GTM enhances their knowledge sharing by increasing organizational identification. A cross-level interaction analysis further suggests that GTM climate strength facilitates a positive relationship between GTM perceptions and HCN knowledge sharing, emphasizing the effect of consistency between the perceived GTM of employees and that of employers.