Both theoretical and empirical studies of professional service employee standardization preferences are relatively scarce. Using responses from 398 employees of an international public relations firm, this study finds that employees from high power distance, high uncertainty avoidance and...

This paper critiques an earlier contribution by Rugman and Verbeke (2004); and it does so by considering the global distribution of foreign direct investment (FDI). It also adds several new dimensions to the regionalisation/globalisation debate, noticeably by (i) the incorporation of inward...

Our analysis of 4605 individual evaluations of the 60 companies in the Reputation Quotient Annual 2000 study suggests that foreign-headquartered companies are less attractive employers, whereas more international companies are more attractive. Moreover, we find that gender, race, respondent age...

This study challenges the implicit assumption of homogeneity in national institutional environments made in past studies of firm performance persistence. We propose that home-country institutions matter. We focus on the impact of formal institutions in the product, financial, and labor markets,...

As competition for human capital intensifies, understanding how employees perceive their fit in a company can assist companies in harnessing the knowledge and skills needed to achieve competitive advantage. Building on the person–organization fit theoretical framework, we suggest that...

This manuscript examines when global integration is perceived as being beneficial and/or detrimental to employee careers. Study results demonstrate that employees of more interdependent offices generally perceive greater career benefits from global integration, while employees of more locally...