HRM Practices Affecting Extrinsic and Intrinsic Motivation of Knowledge Receivers and their Effect on Intra-MNC Knowledge Transfer

    Research output: Working paperResearch

    18 Downloads (Pure)

    Abstract

    This paper explores why and how HRM matters for knowledge transfer within multinational corporations. It is built upon the premise that there are certain HRM practices influencing extrinsic and intrinsic motivation of knowledge receivers. It is found that complementarity among HRM practices exists but does not always have a positive effect on knowledge transfer. Three hypotheses derived from these arguments are tested on data from 92 subsidiaries of Danish multinational corporations located in 11 countries.
    Original languageEnglish
    Place of PublicationFrederiksberg
    PublisherCenter for Strategic Management and Globalization
    Number of pages34
    ISBN (Print)9788791815256
    Publication statusPublished - Mar 2008
    SeriesSMG Working Paper
    Number12/2008

    Keywords

    • Extrinsic/intrinsic motivation
    • HRM practices
    • Knowledge transfer in MNCs

    Cite this

    Minbaeva, D. (2008). HRM Practices Affecting Extrinsic and Intrinsic Motivation of Knowledge Receivers and their Effect on Intra-MNC Knowledge Transfer. Frederiksberg: Center for Strategic Management and Globalization . SMG Working Paper, No. 12/2008
    Minbaeva, Dana. / HRM Practices Affecting Extrinsic and Intrinsic Motivation of Knowledge Receivers and their Effect on Intra-MNC Knowledge Transfer. Frederiksberg : Center for Strategic Management and Globalization , 2008. (SMG Working Paper; No. 12/2008).
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    HRM Practices Affecting Extrinsic and Intrinsic Motivation of Knowledge Receivers and their Effect on Intra-MNC Knowledge Transfer. / Minbaeva, Dana.

    Frederiksberg : Center for Strategic Management and Globalization , 2008.

    Research output: Working paperResearch

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