HRM practices affecting extrinsic and intrinsic motivation of knowledge receivers and their effect on intra-MNC knowledge transfer

被引：77

作者：

Minbaeva, Dana B. ^{[1
]}

机构：

[1] Copenhagen Business Sch, Ctr Strateg Management & Globalizat, DK-2000 Frederiksberg, Denmark

来源：

INTERNATIONAL BUSINESS REVIEW | 2008年 / 17卷 / 06期

关键词：

Extrinsic/intrinsic motivation; HRM practices; Knowledge transfer in MNCs;

D O I：

10.1016/j.ibusrev.2008.08.001

中图分类号：

F [经济];

学科分类号：

02 ;

摘要：

This paper explores why and how human resource management (HRM) matters for knowledge transfer within multinational corporations. It is built on the premise that there are certain HRM practices influencing extrinsic and intrinsic motivation of knowledge receivers. It is found that complementarity among HRM practices exists but does not always have a positive effect on knowledge transfer. Three hypotheses derived from these arguments are tested on data from 92 subsidiaries of Danish multinational corporations located in 11 countries. (C) 2008 Elsevier Ltd. All rights reserved.

引用

页码：703 / 713

页数：11

共 63 条

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