標(biāo)題: Titlebook: Becoming an International Manager; Identity Work by Man Iris Kole?a Book 2021 The Editor(s) (if applicable) and The Author(s), under exclus [打印本頁(yè)] 作者: FERN 時(shí)間: 2025-3-21 19:50
書(shū)目名稱(chēng)Becoming an International Manager影響因子(影響力)
書(shū)目名稱(chēng)Becoming an International Manager影響因子(影響力)學(xué)科排名
書(shū)目名稱(chēng)Becoming an International Manager網(wǎng)絡(luò)公開(kāi)度
書(shū)目名稱(chēng)Becoming an International Manager網(wǎng)絡(luò)公開(kāi)度學(xué)科排名
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書(shū)目名稱(chēng)Becoming an International Manager讀者反饋
書(shū)目名稱(chēng)Becoming an International Manager讀者反饋學(xué)科排名
作者: omnibus 時(shí)間: 2025-3-21 23:00 作者: capsaicin 時(shí)間: 2025-3-22 02:55
Neo-Darwinian Theory and Hunter-Gatherers,ports (see Sect. .). I continue the chapter with a discourse analysis that provides insights into firm-level rationalisations of the international staffing strategies and practices by emerging market firms (see Sect. .). An outline of the types of international employee mobilities that?such firms em作者: 人類(lèi) 時(shí)間: 2025-3-22 05:41
Middle-Range Theory and Hunter-Gatherersts of each other’s characteristics on the individuals’ experience and implementation of their international mobility. Each individual-level case with its specificities is first briefly discussed. Cross-case findings with their practical implications for managing the different assignee segments of in作者: intelligible 時(shí)間: 2025-3-22 09:51 作者: 開(kāi)頭 時(shí)間: 2025-3-22 16:47
Sabira St?hlberg,Ingvar Svanbergeorising and, as such, the primary theoretical contribution of the empirical study. In the second part of the chapter (i.e. Sect. .), I therefore discuss how my findings contribute to role (transition), social categorisation, and social identity theories by showing the particularities of role transi作者: archenemy 時(shí)間: 2025-3-22 18:31 作者: 剛開(kāi)始 時(shí)間: 2025-3-22 23:52 作者: persistence 時(shí)間: 2025-3-23 01:55 作者: esculent 時(shí)間: 2025-3-23 07:59
International Assignment-Related Challenges for Emerging Market Firms by Growth Stagesndividual levels that results in an experimental approach to assignment implementation and management, (2) a limited pool of assignment experienced, willing, or ready employees that necessitates an individualised, narrative approach to managing expatriation, and (3) the lack of resources for (strate作者: Assignment 時(shí)間: 2025-3-23 13:18 作者: Fresco 時(shí)間: 2025-3-23 14:32
Long-Term Managerial Assignment Challenges as Experienced by Assigneests of each other’s characteristics on the individuals’ experience and implementation of their international mobility. Each individual-level case with its specificities is first briefly discussed. Cross-case findings with their practical implications for managing the different assignee segments of in作者: 認(rèn)為 時(shí)間: 2025-3-23 21:29
Multilevel Factors of International Assignment Implementation and Management in EMNEsrnational assignments and by assignee segments as determined by organisational discourses?(see Sect. .). Finally, the limitations of the study and opportunities for future research are outlined?(see Sect. .).作者: 鍍金 時(shí)間: 2025-3-24 01:44 作者: 溝通 時(shí)間: 2025-3-24 03:45 作者: 大方不好 時(shí)間: 2025-3-24 08:53 作者: 不可接觸 時(shí)間: 2025-3-24 10:44
Contributions to Management Sciencehttp://image.papertrans.cn/b/image/182027.jpg作者: covert 時(shí)間: 2025-3-24 16:27
https://doi.org/10.1007/978-3-030-87395-0Identity Work; International Business; Organisational Perspecives; Decision-making; Human Resources作者: KIN 時(shí)間: 2025-3-24 20:31 作者: foliage 時(shí)間: 2025-3-24 23:15
Becoming an International Manager978-3-030-87395-0Series ISSN 1431-1941 Series E-ISSN 2197-716X 作者: Fibrin 時(shí)間: 2025-3-25 04:27 作者: 障礙物 時(shí)間: 2025-3-25 10:07 作者: Indigence 時(shí)間: 2025-3-25 12:24 作者: Cosmopolitan 時(shí)間: 2025-3-25 16:37 作者: CORD 時(shí)間: 2025-3-25 22:51 作者: exostosis 時(shí)間: 2025-3-26 02:15
Neo-Darwinian Theory and Hunter-Gatherers,rt-term project-based and long-term managerial assignments. Based on the data from pilot interviews in two startups, one high-tech small and medium-sized enterprise, two large, mature emerging market multinationals (one manufacturing and one service firm), and a developed market subsidiary operating作者: epidermis 時(shí)間: 2025-3-26 07:54
Neo-Darwinian Theory and Hunter-Gatherers,l enterprises (Firm A and Firm B). I aim to identify the international staffing approaches these firms employ in response to the challenges presented to them by the emerging market context and?establish?why they approach international staffing in a particular way, what types of international employe作者: legitimate 時(shí)間: 2025-3-26 11:29
Hunter-Gatherers: Problems in Theorymobilities for emerging market firms compared to those experienced by long-term international assignees. In this chapter, I outline some of the specificities of short-term assignees’ role transitions and identity work as identified through pilot interviews with two sole proprietors, startup represen作者: 歌劇等 時(shí)間: 2025-3-26 16:32
Middle-Range Theory and Hunter-Gatherersure emerging market multinationals. It outlines the differences and similarities in managerial international assignment implementation and management challenges faced by assignee segments. It thereby distinguishes between internal and external recruits, managerial and non-managerial recruits, and ju作者: handle 時(shí)間: 2025-3-26 19:00
Neo-Darwinian Theory and Hunter-Gatherersrminants of international assignment implementation and management?in emerging market multinationals. It first outlines the emerging market specifics determining international staffing in emerging market firms and how this is experienced by emerging market firms’ employees?(see Sect. .). It then dis作者: right-atrium 時(shí)間: 2025-3-27 00:56
Sabira St?hlberg,Ingvar Svanbergclashes of interests and identities. The results from my empirical study demonstrate that the clashes in interests within and across levels of analysis and the related multilevel narratives trigger identity work at the level of the individual. I thus first discuss how agency theory, which deals with作者: 無(wú)可爭(zhēng)辯 時(shí)間: 2025-3-27 04:32
Hunter-gatherers in a Changing Worldgement by EMNEs and their employees, such as (1) a need for enhanced organisational communication aimed at raising awareness about the international employee mobility-related opportunities for and necessary adjustments by an individual as well as how these are linked to the organisational objectives作者: 貴族 時(shí)間: 2025-3-27 05:33
Hunger and Irony in the French CaribbeanThis chapter summarises the main messages from the monograph. It recaps the strengths and limitations of the methodological approach used in the empirical study, as well as outlines the multilevel results of the study from both theoretical and practical perspectives. The chapter concludes with suggestions for future research.作者: Obstruction 時(shí)間: 2025-3-27 11:09 作者: ambivalence 時(shí)間: 2025-3-27 14:58 作者: Mortal 時(shí)間: 2025-3-27 21:44
Tools and Surveys Used for Research, key terms. It then presents the details of selection criteria used at the individual, firm, and country levels. Case firm and interviewee descriptions in a tabular form follow. The chapter also includes interview guides used during firm- and individual-level interviews. Finally, selected quotes fro作者: 狂怒 時(shí)間: 2025-3-27 23:50
Emerging Market Firms’ Competitive Advantages and Internationalisation Patterns the strategies they need to employ in order to do so. The chapter outlines the strategies that emerging market firms most frequently utilise in order to capitalise on the domestic capital market imperfections and develop their particular ownership advantages. It also highlights the knowledge-based 作者: 平息 時(shí)間: 2025-3-28 02:19
Human Resources Management in Emerging Markets and by Emerging Market Firms practices. Emerging market firms face several challenges both domestically and internationally in this respect. The chapter highlights some of these challenges, including the lack of skilled employees in emerging markets, short internationalisation history and inexperience in internationalisation a作者: nauseate 時(shí)間: 2025-3-28 07:39 作者: Offensive 時(shí)間: 2025-3-28 11:31
International Assignment-Related Challenges for Emerging Market Firms by Assignment Formatrt-term project-based and long-term managerial assignments. Based on the data from pilot interviews in two startups, one high-tech small and medium-sized enterprise, two large, mature emerging market multinationals (one manufacturing and one service firm), and a developed market subsidiary operating作者: 休息 時(shí)間: 2025-3-28 17:52
International Staffing Approaches to International Assignment Challenges by Emerging Market Multinatl enterprises (Firm A and Firm B). I aim to identify the international staffing approaches these firms employ in response to the challenges presented to them by the emerging market context and?establish?why they approach international staffing in a particular way, what types of international employe作者: 傲慢物 時(shí)間: 2025-3-28 22:40 作者: 送秋波 時(shí)間: 2025-3-29 02:35
Long-Term Managerial Assignment Challenges as Experienced by Assigneesure emerging market multinationals. It outlines the differences and similarities in managerial international assignment implementation and management challenges faced by assignee segments. It thereby distinguishes between internal and external recruits, managerial and non-managerial recruits, and ju作者: 實(shí)施生效 時(shí)間: 2025-3-29 05:15 作者: 潔凈 時(shí)間: 2025-3-29 09:47
Clashes of Interests Versus Clashes of Identities: Theory on Firm–Employee Interactions During Interclashes of interests and identities. The results from my empirical study demonstrate that the clashes in interests within and across levels of analysis and the related multilevel narratives trigger identity work at the level of the individual. I thus first discuss how agency theory, which deals with作者: intellect 時(shí)間: 2025-3-29 14:53 作者: Seminar 時(shí)間: 2025-3-29 18:49 作者: 糾纏,纏繞 時(shí)間: 2025-3-29 22:41 作者: prodrome 時(shí)間: 2025-3-30 02:20 作者: 認(rèn)為 時(shí)間: 2025-3-30 06:53 作者: Palate 時(shí)間: 2025-3-30 12:10 作者: 提煉 時(shí)間: 2025-3-30 14:56
International Assignment-Related Challenges for Emerging Market Firms by Assignment Format, such as expatriation of sole proprietors employed by emerging market firms to preserve good firm–employee and inter-employee relations as well as broaden the pool of potential assignees and optimise assignment-related costs, are also discussed.作者: 送秋波 時(shí)間: 2025-3-30 17:17 作者: Reclaim 時(shí)間: 2025-3-31 00:41
Emerging Market Firms’ Competitive Advantages and Internationalisation Patternsadvantages they can leverage despite experiencing significant knowledge gaps regarding foreign markets. It moreover lists the competitive advantages of emerging market firms stemming from relationship management. Finally, it describes the typical internationalisation patterns identified by past research for emerging market firms.
