Abstract
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 language | English |
|---|---|
| Pages (from-to) | 235-250 |
| Number of pages | 16 |
| Journal | The International Journal of Human Resource Management |
| Volume | 10 |
| Issue number | 2 |
| DOIs | |
| Publication status | Published - 1 Jan 1999 |
Keywords
- Convergence
- Divergence
- International HRM
Cite this
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Reassessment of convergence and divergence dynamics : Implications for international HRM. / McGaughey, Sara L.; De Cieri, Helen.
In: The International Journal of Human Resource Management, Vol. 10, No. 2, 01.01.1999, p. 235-250.Research output: Contribution to journal › Article › Research › peer-review
TY - JOUR
T1 - Reassessment of convergence and divergence dynamics
T2 - Implications for international HRM
AU - McGaughey, Sara L.
AU - De Cieri, Helen
PY - 1999/1/1
Y1 - 1999/1/1
N2 - 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.
AB - 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.
KW - Convergence
KW - Divergence
KW - International HRM
UR - http://www.scopus.com/inward/record.url?scp=0039221821&partnerID=8YFLogxK
U2 - 10.1080/095851999340530
DO - 10.1080/095851999340530
M3 - Article
AN - SCOPUS:0039221821
VL - 10
SP - 235
EP - 250
JO - The International Journal of Human Resource Management
JF - The International Journal of Human Resource Management
SN - 0958-5192
IS - 2
ER -