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The purpose of this paper is to examine the role of national cultural dimensions on staffing practices in Mexico – a major player in Latin America. US multinationals are increasing their presence in Mexico and staffing practices seem to be a great challenge.

This conceptual paper uses the national cultural dimensions of the GLOBE project, which is identified as the most topical theoretical framework on culture. The national cultural scores are used to develop hypotheses for specific cultural dimensions of power distance, uncertainty‐avoidance, in‐group collectivism, gender egalitarianism, and performance‐orientation. Examples from the literature are also used to strengthen the proposed hypotheses.

This research identifies staffing practices such as internal recruitment, personal references, succession planning, psychometric tests, and elaborate bio‐data associated with these cultural dimensions. Also, certain staffing practices, such as e‐recruitment and panel interviews, are not very predominant in the Mexican culture.

Future research can empirically test the hypotheses proposed.

This study will help multinationals understand why Mexican organisations use certain staffing practices and how multinationals can adapt to these culturally bound practices.

While staffing studies usually look at power‐distance, uncertainty‐avoidance, and collectivism as predictors for staffing, this paper has included cultural dimensions, such as performance‐orientation and masculinity‐femininity as predictors for staffing practices. This study also proposes a staffing model identifying staffing practices to the cultural dimensions.

The purpose of this paper is to review the state of knowledge on strikes and collective action.

Review of theoretical and empirical literature, including comparative literature.

Both strike activity and other forms of collective action have declined in many advanced capitalist countries. There has been a rise in the number of strike ballots and in tribunal claims but these trends do not constitute a straightforward vindication of the displacement hypothesis. However there is evidence of an increase in general strikes in parts of Western Europe and of protest campaigns involving coalitions of unions and civil society organizations.

The paper tries to summarize the current state of knowledge and to map out directions for future research.

The purpose of this paper is to use a risk management perspective to identify the risks of employment discrimination law liability for multinational employers.

Data from 101 US Federal Court cases that involved multinational employers operating both inside and outside of the USA were content coded and then used to identify factors that predict the frequency that foreign employers operating inside the USA – and US employers operating outside the USA – were subject to lawsuits under US employment discrimination laws.

This study found that employment lawsuits based on sex discrimination against females was the most significant risk exposure. Employers whose home country was from a Western culture were at comparatively greater risk for charges of both age and religious discrimination. Employers whose home country was from an Asian culture were at comparatively greater risk for charges of both race and national origin discrimination.

This study demonstrates the viability and usefulness of a risk management framework for examination of issues related to law and management.

This study enables the identification of risk factors that multinational employers can use to strategically target their loss prevention efforts in order to more effectively and efficiently avoid or reduce potential liability for employment discrimination.

The risk factors identified in this study can help employers to take efforts to reduce employment discrimination in their multinational operations, thereby reducing the frequency and likelihood that such discrimination may occur.

This is the first study to use a risk management framework to empirically identify employment law risk exposures for multinational employers.

The purpose of this paper is to examine the perspectives of Malaysian employers and students on the need for English language proficiency and skills for employment.

Interviews were conducted with employers from various organisations. Additionally, questionnaires were disseminated to undergraduates at four public universities in Malaysia. These were done to ascertain the perspectives of different stakeholders on the importance of English in securing employment, the effect of a marked regional accent or dialect on employability and industry’s expectations and requirements for new employees.

Employers and students agree that English plays a major role in employability. Whilst there was general agreement by both parties that good grammar and a wide range of vocabulary are important, the findings indicated several mismatches in terms of students’ perceptions and employers’ expectations. Among them is the use of the colloquial form of English at the workplace which was not favoured by employers. Employers also generally felt that knowledge of different types of writing styles could be learnt on-the-job. Furthermore, employers pointed out other essential skills for employability: the ability to communicate in other languages, confidence and a good attitude.

Cognisant of the fact that English is essential in improving employability, initiatives to improve the level of English among Malaysian students must continue to be put in place. University students should be made aware of the different language skills sought by employers early in their university education. The mismatches between the perceptions of university students and the expectations of employers should be considered when planning English language courses and degree programmes. More structured feedback from industry on both would help to better prepare students for the world of work and to ease the transition from campus to career.

In relation to graduate employability, these English-language elite groups would have an advantage in securing employment especially in multinational companies, and this will, in a long run, create a larger gap between students from the international and public schools.

With the standpoint of two important parties, employers and students, a more comprehensive idea of the effect of English language on employability has been obtained.

The subject I have been asked to speak to is EEC Social Policy so before examining what the EEC is doing in the social field, perhaps I should just outline its principal institutions and powers:

This paper focuses on the employment practices of both multinational corporations (MNCs) and large national competitors in the German fast‐food industry, such as Burger King, Pizza Hut, Nordsee, McDonald’s, Churrasco and Blockhaus. The paper poses a number of questions. Have the activities of MNCs affected the employment practices of national companies? Are companies adopting union exclusion policies and if so why and to what extent? Does the “country of origin effect” help explain the activities of MNCs? What changes are evident in workers’ terms and conditions and how effective are statutory systems of employee representation in practice? The findings suggest that Anglo‐Saxon‐based MNCs are more likely to adopt anti‐works council and non‐union policies in the sector, suggesting that MNCs may indeed be able to transfer their management practices across borders, imposing their employer‐based systems with little regard for German institutional arrangements.

The primary purpose of this research paper is to understand the role of national cultural dimensions on e‐learning practices in India. India is considered a major player in the world economy today. US multinationals are significantly increasing their presence in India and understanding cultural preferences will help global companies transition better.

This conceptual paper uses the national cultural dimensions of the global leadership and organizational behavior effectiveness project, which is identified as the most topical theoretical framework on culture. The national cultural scores are used to develop hypotheses for specific cultural dimensions. Examples from the literature are also used to strengthen the proposed hypotheses.

This research proposes that national cultural dimensions of power distance, uncertainty avoidance, in‐group collectivism, and future‐orientation influence e‐learning practices. This study distinguishes between synchronous and asynchronous methods of e‐learning and the role of culture on the same. Future research can definitely empirically test the hypotheses proposed.

This study provides strategic implications for multinationals with a guide sheet identifying the role of the various cultural dimensions on e‐learning. The suggested strategies can be implemented by multinationals in other countries with similar national cultural dimensions also.

This research also proposes a theoretical e‐learning model identifying the impact of national cultural dimensions on e‐learning practices. This research also provides practitioners a strategic implications model that could be implemented for e‐learning initiatives in multinationals.

International student employability has been accorded increased emphasis in the internationalisation agendas, especially in major destination countries as it shapes universities' attractiveness to prospective international students. Having insights into returning graduates' employability in their home country has become critical given that a majority of international graduates return home after their overseas study. This study responds to this critical need by examining how foreign credentials are valued by employers in the field of accounting in China, based on in-depth interviews with employers, alumni and policymakers.

This study draws on a qualitative approach involving literature review and in-depth interviews with 28 key stakeholders: employers, returning graduates and policymakers in China and India. The key research question of the study is how foreign credentials are valued by employers in the field of accounting in China and India. This article focuses on the Chinese context. In-depth interviews with employers and policymakers focused on eliciting nuanced socio-cultural understandings as to perceptions and decisions associated with desirable graduate attributes and the relative value of credentials. Interviews with returning graduates aimed to understand how different capitals were mobilised to gain employment in the Chinese labour market.

The empirical findings of the study show that Chinese returning graduates could be seen to lack the localised knowledge needed to work in Chinese companies and ability to adapt to the local environment. However the possible development of a dual local and international guanxi through overseas study can be regarded as a marker of distinction in the home labour market. The associated value of such a dual guanxi signals the importance for Chinese international students to develop transnational networks while simultaneously maintaining their kinship, social and business networks locally during their overseas education.

The study provides fresh insights into a marked shift in China, with less of a preference for Western credentials, as compared to 10 years ago when overseas credentials were often regarded more favourably. Even though overseas study generally provides Chinese graduates with an exposure to international practices and global perspectives, whether such an overseas exposure and foreign language competency would be an advantage also depends on the business needs and sometimes the business model of organisations.

Nigeria is experiencing an expanding variety of what is termed collective bargaining, which is being propelled by socio-economic challenges and the emerging political dispensation that had long eluded the country, albeit the numerous contours needing some pragmatic approaches from the state, employers of labour and the trade unions at the local and national levels. Therefore, this study represents an attempt to illustrate the rising collective bargaining pattern in Nigeria.

This study drew on employee and employer sectoral associations examples together with labour union structures of the state to assess what underlined collective bargaining developments from the broad context of collective bargaining and the industrial relations implications. Content analysis was employed to analyse the secondary data (found in relevant company handbooks, policies, collective agreements, etc.) and primary data obtained through unstructured interviews.

A form of collective bargaining is emerging where the trade unions are embracing symbiotic agreements at plant levels to improve conditions of employment and thus weakening the hold of the national union from collective bargaining – a move that may challenge the conceptual framework of collective bargaining as conceived by many states in developing economies.

This is an investigative paper, carefully trailing the framework of collective bargaining from direct contacts with all stakeholders in the labour corridors of Nigeria – such as the Nigeria Labour Congress, Nigeria Employers’ Consultative Association, Chemical and Non-Metallic Products Employer's Federation, Metal Products Workers Union of Nigeria and Personnel Practitioners, cutting across all the segments of the political and economic development of the country.

Considers the role of multinational enterprise in the determination of relative wages. Multinationality of the firm is incorporated in a wage‐bargaining model with asymmetric information. Indicates that the impact of multinational enterprise on wages depends on the profitability and structure of production of individual firms. Presents empirical evidence in support of the predictions which follow from the theory.