Reassessment of convergence and divergence dynamics: Implications for international HRM

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.