Adams, J.S. (1976). Injustice in Social Exchange. In L. Berowits, & E. Walster, Advances in
Experimental Social Psychology. New York: Academic Press.
Ahmad, S. & Schroeder, R.G. (2003). “The Impact of Resource Management Practices on Operational
Performance: Recognizing Country and Industry Differences”, Journal of Operations
Management, 21, 19-43.
Aycan, Z. (2005). “The Inter Play Between Cultures And Institutional/Structural Contingencies in
Human Resource Management Practices”, International Journal of Human Resource
Management, 16 (7), 1083-1119.
Barney. J. (1991). “Firm Resources and Sustained Competitive Advantage”, Journal of
Management. 17(1): 99-120.
Beck, Brenda E.F. & Larry F.M. (1985). Linking the host Culture to Organizational Variables. In
P.J. Frost et al., Organizational Culture, 335-54. Beverly Hills, Calif.: Sage.
Boyacigiller, N. (1990) “The Role of Expatriates in the Management of Interdependence, Complexity
and Risk in Multinational Corporations”, The Journal International Business, Third
Quarter, p.373.
Boyacigiller, N., Adler, N.J. (1991). “The Parochial Dinosaur: Organizational Science in a Global
Context”, Academy of Management Review, 16, 262-290.
Burns, T. & George M.S. (1961). The Management of Innovation. London: Tavistock.
Chatman, J. A. & Karen A. J. (1994). “Assessing the Relationship Between Industry Characteristics
and Organizational Culture: How Different Can You Be?”, Academy of Management
Journal, 37: 522-53.
Child, J. (1981). “Culture, Contingency and Capitalism in the Cross-National Study of Organizations”,
In L.L. Cummings & B.M. Staw, Research In Organizational Behavior, 3: 303-56. New
York: JAI.
Chilton, K. (1993). “Lincoln Electric’s Incentive System: Can It Be Transferred Overseas?”,
Compensation and Benefits Review, 25(6), 21-30.
Chow, I.H., Huang, J.C., & Liu, S. (2008). “Strategic HRM in China: Configurations and Competitive
Advantage”, Human Resource Management, 47(4), 687-706.
Claus, L. (2003). “Similarities and Differences in Human Resource Management in the European
Union”, Thunderbird International Business Review. Hoboken: 45 (6), 729-755.
Corey, A.V. (1991). “Ensuring Strength in Each Country: A Challenge for Corporate Headquarters
Global Human Resource Executives”, Human Resource Planning, March, pp. 1-8
Crozier, M. (1964). The Bureaucratic Phenomenon. Chicago: University of Chicago Press.
Dorfman, Peter W & Jon P.H. (1988). “Dimensions of National Culture and Effective Leadership
Patterns: Hofstede Revisited”, In R.N. Farmer & E.G. McGoun, Advances in İnternational
Comparative Management, 3: 127-50. New York: JAI.
Denison, D.R. (1990). Corporate Culture and Organizational Effectiveness. New York: John
Wiley.
Earley, P.C. (1994). “Self or Group? Cultural Effects of Training on Self-Efficacy and Performance”,
Administrative Science Quarterly, 39: 89-117.
Fey, C.F. (2005). “Opening the Black Box of Motivation: A Cross- Cultural Comparison of Sweden
and Russia”, International Business Review,14 (3): 345-367.
Golesorkhi, B. (1991). “Why Not a Woman in Overseas Assignments”, HRNews, March, p. C-4.
Herbig, P.A., & Miller, J.C. (1992). “Culture and Technology: Does the Traffic Move in Both
Directions?”, Journal of Global Marketing, 6, 75-104.
Hodgetts M.R. & Luthans F. (2003). International Management. New York: McGraw-Hill.
Hodgetts M.R. & Luthans F. (1989). “Japanese HR Management Practices”, Personnel, April 1989,
pp. 42-45.
Hofstede, G. (1980a). Culture’s Consequences: International Differences in Work Related
Values. Beverly Hills, CA: Sage.
Hofstede, G. (1980b). “Motivation, Leadership, and Organization: Do American Theories Apply
Abroad?”, Organizational Dynamics, 9, 42-63.
REFERENCES
International Human Resource Management And National Cultural Challenges
Pamukkale Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, Sayı 19, 2014 101
Hofstede, G. (1991). Culture and Organizations, Berkshire, UK: McGraw-Hill International.
Hofstede, G. (1993). “Cultural Constraints in Management Theories”, Academy of Management
Executive, 71(1), 81-93.
Jaeger, A. M. (1986). “Organization Development and National Culture: Where’s the Fit?”, Academy
of Management Review, 11: 178-90.
Kats, M.M.S., Van Emmerik, IJ.H., Blenkinsopp, J., & Khapova, S.N. (2010). “Exploring the
Associations of Culture with Careers and the Mediating Role of HR Practices: A
Conceptual Model”, Career Development International, 15(4), 401-418.
Katz, J.P., & Elsea, S.W. (1997). “A Framework for Assessing International Labour Relations: What
Every HR Manager Needs to Know”, HR Planning, 20, 4, 16-25.
Kluckholn, F.R. & Frederick L.S. (1961). Variations in Value Orientations. Westport, Conn.:
Greenwood.
Laurent, A. (1983). “The Cultural Diversity of Western Conceptions of Management”, International
Studies of Management and Organizations, 13: 75-96.
Lavelle, L. (2001). “Executive Pay”, Business Week, April 16, pp.76-80
Lawler, Edward E, III. (1990). Strategic Pay. San Francisco: Jossey-Bass.
Lengnick-Hall. C.A. & Lengnick-Hall, M.L. (1988). “Strategic Human Resotirce Management: A
Review of the Literature and a Proposed Typology”, Academy of Management Review,
1988, Vol. 13, No. 3, 454-470.
Lilian H.C. & Jeanette S. (1995). Martin Intercultural Business Communication. Englewood
Cliffs, NJ: Prentice-Hall, pp. 46-47
Linehan, M. & Hanappi-Egger, E. (2006). “Diversity and Diversity Management: A Comparative
Advantage?”, In: Larsen, H.H. and Mayrhofer, W. (Eds.), Managing Human Resources in
Europe. A thematic Approach. Routledge, 217-233.
Luthans, F., Dianne B.W. & Stuart A.R. (1993). “What do Russian Managers Really do? An
Observational Study with Comparisons to U.S. Managers”, Journal of International
Business Studies, 24(4): 741-61.
Mayrhofer, W. & Larsen, H. H. (2006). “European HRM: A Distinct Field of Research and Practice”,
In: Larsen, H.H. and Mayrhofer, W. (Eds.), Managing Human Resources in Europe.
Routledge, 1-17.
Moffat, S. (1990). “Should You Work for the Japanese?”, Fortune.
Morris, T. & Cynthia M.P. (1992). “Management Style and Productivity in two Cultures”, Journal of
International Business Studies, 23(1): 169-79.
Muller, S.L., & Clarke, L.D. (1998). “Political-Economic Context and Sensitivity to Equity: Differences
Between the United States and the Transition Economics of Central and Eastern Europe”,
Academy of Management Journal, 41(3), 319-329.
Peterson, F.M. (1995). “Role Conflict Ambiguity, and Overload: A 21-Nation Study”, Academy of
Management Journal, June, pp.429-452.
Pfeffer, J. (1998). The Human Equation. Boston, MA: Harvard Business School Press.
Powell, T. C. (1992). “Organizational Alignment as Competitive Advantage”, Strategic Management
Journal, 13: 119-34.
Prescott, J. E. (1986). “Environments as Moderators of the Relationship Between Strategy and
Performance”, Academy of Management Journal, 29: 329-46.
Rabi S. Bhagat et al., (1990). Cross-Cultural Issues in Organizational Psychology: Emergent
Trends and Directions for Research in the 1990s in International Review of Industrial
and Organizational Psychology, ed. C. L. Cooper and I. Robertson. New York:Wiley, 1990.
Schuler, R.S. & Jackson, S.E. (1987) “Linking Competitive Strategies with Human Resource
Management Practices”, The Academy of Management Executive. 1(3): 207- 19.
Schneider, S. C. & Arnoud, D. (1991). “Interpreting and Responding to Strategic Issues: The Impact
of National Culture”, Strategic Management Journal, 12: 307-20.
Scullion, H. & Starkey, K. (2000). “In Search of the Changing Role of the Corporate Human Resource
Function in the International Firm”, International Journal of HRM, 11, 6, 1061-1081.
Shen, J. (2005). “Towards a Generic International Human Resource Management (IHRM) Model”,
Journal of Organizational Transformation and Social Change, 2, 2, 83-102.
O. Eroğlu
102 Pamukkale University Journal of Social Sciences Institute, Number 19, 2014
Singh, R., & Mohanty, R. (2011). “Performance Appraisal Satisfaction and Organisational
Commitment: Moderating Role of Employees’ Cultural Values”, International Journal of
Indian Culture and Business Management, 4(3), 272-297.
Tayep, M.H. (1988). Organizations and National Culture: A Comparative Analysis. London:
Sage.
Tayeb, M.H. (2005). International Human Resource Management. A Multinational Company
Perspective, Oxford University Press.
Taylor, S.M. (1991). “American Managers in Japanese Subsidiaries: How Cultural Differences Are
Affecting the Work Place”, Human Resource Planning, March, pp. 43-49.
Taylor, S., Beechler, S., & Napier, N. (1996). “Toward an Integrative Model of Strategic International
Human Resource Management”, The Academy of Management Review. 21(4): 959-985.
Viktor Vroom, (1964). Work and Motivation, New York: Wiley.
Wang, S., Yi, X., Lawler, J., & Zhang, M. (2011). “Efficacy of High-Performance Work Practices in
Chinese Companies”, International Journal of Human Resource Management, 22(11),
2419-2441.
Welsh, D.S.B., Luthans, F., & Sommer, S. (1993). “Managing Russian Factory Workers: The Impact
US-Based Behavioral and Participative Technique”, Academy of Management Journal,
36(1), 58-79.
Wright, J.C. & W.M. (1987). “A Conditional Approach to Dispositional Constructs: the Local
Predictability of Social Behavior”, Journal of Personality and Social Psychology, 53:
1159-77.
Thank you for copying data from http://www.arastirmax.com
