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Speaker & Research Paper Series

 

Research Paper Series

The Research Paper Series showcases review papers and preliminary research results on topics related to international human resource management. Click here to see the papers.

 

Speaker Series

These events are open to the public and free to attend.

Dr Shuang Ren (Deakin University, Australia)

"Green Human Resource Management: Does It Matter....and How?"

Wednesday, April 11, 2018, 3:00—4:00 p.m.
Room 120 Moore Building, University Park Campus

With the growing awareness of how economic development is contributing to environmental degradation and climate change, concerns about long-term sustainability are raising new ethical issues for organizations and their members, as well as for society as a whole. Against this backdrop, green (environmentally-focused) human resource management (GHRM) has been increasingly promoted over the past decade as a proactive response that organizations can take to enhance environmental performance. Underlying the emergence of GHRM is an assumption that it can address a firm’s specific challenge of managing environmental concerns through a set of HRM practices that explicitly consider the firm’s environmental goals. However prior studies have focused primarily on either descriptive exploration of the existence of HRM practices that target environmental issues or the influence of a limited set of these HRM practices. Several theoretical and practical issues remain under-specified, including whether and how GHRM influences a firm’s performance (including environmental performance and  financial performance). Research on GHRM introduces new ideas and issues that are only beginning to be studied by HRM scholars as they realize the strategic importance of environmental management for building sustainable organizations. Shuang will first outline the development of the GHRM field with reference to her recent review paper on GHRM, and second, will share three of her projects that unfold the underlying mechanisms and boundary conditions of GHRM for firms’ performance and employees’ green behavior.

Dr Shuang Ren is a senior lecturer at Deakin Business School, Deakin University. She obtained her PhD in human resource management at the University of Melbourne (2010-2013) and worked as a post-doctoral research fellow at the Centre for Ethical Leadership at the University of Melbourne prior to joining Deakin. Shuang’s research areas include strategic human resource management, human resource development (particularly leader development) and business leadership in China. She is a recipient of  Australian and New Zealand Academy of Management Early Career Researcher Award in 2015 and Faculty Researcher Award in 2017.


PREVIOUS SPEAKER SERIES SEMINARS

Sept 2017: Dr Sven Horak (St John’s University, New York) "IHRM and informal networks in East Asia"

International HRM research recently uncovered that expatriate integration in informal social networks overseas is a decisive factor for expatriate effectiveness. To date, the question of how, if at all, an expatriate can establish close informal ties abroad with host country nationals has, however, been neglected in research. Furthermore, based on the assumption that extant social network theories may include too many ideals of typical Western informal ties and too few features that are relevant for other regions, there is a need to thoroughly understand the nature and characteristics of informal networks. Contrary to the popular ‘strengths of weak ties’ hypothesis, in East Asia it appears to be a widely-held ideal to have or develop strong ties since weak ties are not deemed useful. The informal network literature indicates that networks are also open to varying degrees to new entrants. Whereas this corresponds to what is known about Chinese guanxi ties, Korean yongo ties are rather closed and certain ties in Japan also show a rather low level of openness. Hence, bridging of networks by a broker may work well in China in principle, but it goes against the logic of yongo-based ties in Korea, where bridging of the same tie line is nearly impossible as communities of the same tie line may feel discomfort toward each other or even hostility. Given the backdrop of these research results new horizons emerge for research in the field of expatriate integration into local informal networks. 

Sven Horak is Assistant Professor at The Peter J. Tobin College of Business, Department of Management at St. John’s University in New York. In the field of international management his research interests include the analysis of informal social network structures, the influence of informal institutions on managerial decision making behavior and Asian Management. Sven has worked for several years in the East Asian automotive industry, managing operations for the Bosch Group in Tokyo, Seoul, and Stuttgart. Before joining Tobin, he was a post-doctoral fellow and research associate funded by the German Research Foundation (DFG) at the Institute of East Asian Studies (IN-EAST) and the Mercator School of Management at the Duisburg-Essen University in Germany.


May 2017: Dr. Mohan Thite (Griffith University, Australia) "Global Search for Talent: Lessons from Indian IT Services Multinationals in China"

The information and communication technology (ICT) services business is primarily driven by the quantity and quality of software talent, available locally and globally. Accordingly, global talent management (GTM) strategy is fundamental to the internationalization strategy of Indian ICT services multinationals, particularly in China.  Through in-depth interviews of senior managers at the headquarters and Chinese subsidiaries of four well known Indian ICT services multinationals, this research study critically examines the conceptualization and implementation of their GTM strategy by focusing on the quality of software talent pool in China, the strength of case study firms’ employer branding in the Chinese ICT services sector, control and coordination issues in rolling out global HR policies to Chinese subsidiaries, and the challenges of workforce localization. In the process, it contributes to our understanding of the strategic orientations and operational challenges of emerging market multinationals in other emerging economies, in the context of global mobility and the management of talent.

Dr Mohan Thite is an Associate Professor at Griffith University, Australia. His career as a HR professional spans over 30 years, both in industry and academia. His research and publications cover a broad range of management areas, including strategic HRM and knowledge management, e-HRM/HRIS, international HRM, multinationals from emerging economies, and global mobility of talent via offshoring and skilled migration.


April 2017: Professor Miguel R. Olivas-Luján, Clarion University of Pennsylvania "HRM in Mexico, the Caribbean, and Central America"

Professor Olivas-Luján shared with us the need for systematic research in HRM is enormous in the geographic North, Central American and Caribbean countries that include Belize, Costa Rica, Cuba, Dominican Republic, El Salvador, Guatemala, Haiti, Honduras, Jamaica, Mexico, Nicaragua, Panama and Puerto Rico. Miguel reported on a systematic review of the literature that identified 111 articles (published since 1990) about HRM in these nations, to show the state of the discipline, detect gaps and recommend courses of action. The large gaps in coverage signal the need to extend research on all HRM sub-fields to Central American and Caribbean nations. (Authored by Sergio M. Madero-Gómez and Miguel R. Olivas-Luján - in alphabetical order).

Professor Miguel R. Olivas-Luján  (PhD) is a Professor at Clarion University of Pennsylvania. His research interests include: Human Resource Management, Evidence-based Management, Diversity, and Culture.


May 2016: Dr Rikki Nouri (Penn State), Qualtrics and Mechanical Turk Workshop

CIHRS held a hands-on workshop to help anyone looking to expand their knowledge of conducting surveys. Dr Rikki Nouri, Post-Doctoral Scholar with CIHRS, conducted the workshop on Qualtrics and Mechanical Turk, discussing how to use these tools for both academic and practical purposes. Qualtrics is a powerful surveying tool, that can be useful for teaching, research and administration. The basics of Qualtrics and useful tips were presented, including labels and values, randomization, using blocks and survey flow, how to upload images and videos, and more. The workshop also introduced Mechanical Turk, which is Amazon's crowdsourcing survey platform.


September 2015: Dr Rikki Nouri (Penn State), "Creativity across the universe: The influence of culture and multiculturalism on creativity"

In a world that is constantly becoming more global, complex and dynamic, organizations, face great challenges and are required to offer new solutions. Creativity is crucial to organizations’ successful performance since a new product, process or a service enables competitive advantage. Nonetheless, engaging in creativity carries the risk of rejection or criticism and the potential to lose business from clients. The risk of being rejected or embarrassed may discourage employees from coming up with new ideas. One can assume that culture at a broader level of analysis such as national culture will affect creativity. Yet, only recently the relationship between culture and creativity has started to draw researchers’ attention, and overall the findings are rather inconsistent.

Dr Nouri’s research has contributed to enrich the knowledge on culture and creativity by examining the following questions: is creativity universal or culture-specific? Are people from different cultural backgrounds different in their creative abilities or habits? Are people from different cultural backgrounds that work together creative together collaboratively? How does the influence of work context (such as the presence of supervisors or colleagues) on creativity vary in different cultures?


March 2015: PROFESSOR GRAEME MARTIN (DUNDEE UNIVERSITY, UK): "A suitable case for treatment? De-professionalization, low trust dynamics and disengagement among hospital consultants in the NHS"

Professor Martin, Professor and Chair of Management at Dundee University in the UK, provided a detailed insight into the pressures on the healthcare sector in advanced economies to deliver increasingly higher levels of patient care to an increasingly aging population during periods of financial austerity. As a result of his research, he explained how evidence is emergGraeme Martin seminaring to support a thesis indicating the de-professionalization of hospital doctors, brought about by increased patient expectations and changing attitudes to clinicians, increased managerialism and bureaucracy, and greater regulation to ensure patient safety and care. The research was commissioned by the British Medical Association (BMA), prompted by feelings among leading professionals that the publicly-funded UK healthcare system is at near break-point. The study's data supports the BMA’s gloomy analysis, which has important lessons  for clinical and non-clinical managers who seek to navigate a way through contending logics and resource-constrained hybrid organizations.

Professor Martin has published extensively in the fields of HRM, management and leadership, change management and, recently, healthcare management. His other research interests include organizational trust; the role of HR in corporate governance; and clinical leadership.


February 2015: INAUGURAL SPEAKER SERIES SEMINAR

Fascinating discussions were had at the CIHRS Inaugural Speaker Series Seminar on February 26, 2015!

Following an introduction from Center Director, Elaine Farndale, we heard presentations from Maja Vidović (Post-doctoral Scholar) on HRM in multinational enterprise subsidiaries, Dinçer Atli (Visiting Scholar) on cross-cultural employer attractiveness, and Saahir Shafi and Elizabeth Rockey (Research Assistants) on the first findings from the 2014 CRANET comparative HRM policies and practices study.