HRM practices and MNC knowledge transfer Dana B. Minbaeva 1 Abstract 2 3 Introduction HRM 5 4 6 Data Panelist Black Box 7 & Method Results Measures 8 Conclusions 9 Questions Purpose Design/methodology/approach HRM & knowledge transfer within MNCs. Hypotheses Findings two groups of HRM Keywords Panelist Implications Originality additional research is needed HRM & knowledge transfer within MNCs. KM MNC HRM Literature characteristics of that knowledge、knowledge sources、 knowledge senders、knowledge receivers the transformation of the HRM system and identified the support to the process of organizational learning as the key strategic task facing the HRM function in many MNCs today Panelist HRM practices and knowledge-related outcomes are associated bringing knowledge transfer and HRM together What HRM practices? Human resource planning Performance appraisal Reward systems Career management Panelist Which combinations of HRM practices? conceptual cluster analysis factor analytic Developing absorptive capacity of knowledge receivers HRM practices [absorptive capacity of knowledge receivers] Panelist H1 degree of knowledge transfer Supporting learning environment HRM practices [Supporting learning environment] Panelist H2 degree of knowledge transfer complementarity H3a H3b HRM practices [absorptive capacity of knowledge receivers as a system of mutually reinforcing practices] HRM practices [Supporting learning environment as a system of mutually Panelist reinforcing practices] degree of knowledge transfer H3c HRM practices [Both capacity and environment as a system of mutually reinforcing practices] Data data set of the subsidiaries of Danish MNCs two or more subsidiaries abroad employ more than 30 employees The final data set consisted of 305 Danish subsidiaries located in Europe, Asia, and North America. Panelist Method web-based questionnaire survey methodology The resulting data set consisted of 92 subsidiaries (response rate of 30 percent). The subsidiaries were located in the USA, China, Germany, Sweden, the UK, Russia, Poland, France, Sri Lanka, India, and Portugal Dependent Independent Staffing Promotion Compensation Performance appraisal Corporate socialization Mechanisms Flexible working practices Degree of knowledge transfer (DoKT) Panelist Panelist Panelist H1 H2 H3a H3b H3c Panelist limitations only two mediating variables Survey response bias the use of control variables KeywordsPanelist Originality Thanks in advance Panelist