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...

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Bibliographic Details
Published in:International journal of human resource management 1999, Vol.10 (2), p.235-250
Main Authors: Mcgaughey, Sara L., Cieri, Helen De
Format: Article
Language:English
Subjects:
Convergence
Divergence
Human resources
International Hrm
Management techniques
Organizational structure
Personnel management
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Summary: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.
ISSN:0958-5192
1466-4399
DOI:10.1080/095851999340530