Reassessment of convergence and divergence dynamics: Implications for international HRM

Sara L. McGaughey, Helen De Cieri

Research output: Contribution to journalArticleResearchpeer-review

101 Citations (Scopus)


The dynamics of convergence and divergence in organizations and managerial practices worldwide have attracted attention in a range of management disciplines (e.g. Adler et al., 1986; Douglas and Wind, 1987; Levitt, 1983; Sparrow et al., 1994). This paper explores and questions the proposition that organizations are becoming more similar in terms of macro-level variables (convergence), but maintaining their culturally based dissimilarities in terms of micro-level variables (divergence) (Adler et al., 1986). A conceptual framework and propositions that depict the dynamics of macro-, micro- and meso-level variables and the modes of change associated with these are presented and applied to international human resource management. The framework and propositions are offered as a guide for future research exploring convergence and divergence issues.

Original languageEnglish
Pages (from-to)235-250
Number of pages16
JournalInternational Journal of Human Resource Management
Issue number2
Publication statusPublished - 1 Jan 1999


  • Convergence
  • Divergence
  • International HRM

Cite this