Front Cover -- Advances in international management -- Copyright page -- Contents -- List of contributors -- Introduction -- References -- Chapter 1. Competitiveness and the employment relationship in Europe: Is there a global missing link in HRMquest -- Human resource management (HRM) and global competitiveness: Is there a common denominatorquest -- What is competitivenessquest Developing an indicator for the 21st century -- Toward a competitive index based on human capital -- Moving to a micro focus: What attitudes and values are associated with competitivenessquest -- Competitiveness and the employment relationship -- Conclusions: Toward a global HRM model under the competitiveness imperative -- Notes -- Bibliography -- Chapter 2. Multinationals and national systems of employment relations: Innovators or adaptersquest -- Introduction -- The global - local question and its critics -- Method -- Findings -- Discussion: The role of sector-specific conditions -- Conclusion -- Acknowledgments -- References -- Chapter 3. Two failed attempts and one success: The introduction of teamwork at SEAT-Volkswagen -- Introduction -- Theoretical framework -- Employee representation at SEAT -- Discussion -- Conclusions -- Notes -- References -- Chapter 4. Managing human resources in South Africa: A multinational firm focus -- Introduction -- Contextual background -- Theoretical perspectives: human resources and multinational companies in South Africa -- MNC and local firm dimensions of human resource management -- Employment relations and legislative developments -- Employment equity legislation and human resource practices -- Broad-based Black economic empowerment (BEE) and human resource management -- Managing diversity and changing managerial styles -- Conclusions and implications -- References.

Chapter 5. Human capital theory and practice in Russian enterprises -- Introduction -- Theoretical framework -- Method -- Results -- Discussion -- References -- Chapter 6. The adoption of HR strategies in a Confucian context -- Confucianism and HR practices in Taiwan -- HR systems in transformation -- HR systems and firm performance -- Methodology -- Results -- Notes -- References -- Chapter 7. Toward a model of gender diversity in the workplace in East Asia: Preliminary evidence from manufacturing industries in Taiwan -- Literature review -- Women in organizations in Taiwan -- Research methods -- Findings -- Discussion and implications -- Conclusion -- References -- Chapter 8. Cross-national differences in the determination of pay fairness judgments: Do cultural differences play a rolequest -- Introduction -- Determinants of perceptions of pay fairness: The research record -- Theoretical framework -- Data and research method -- Samples -- Results -- Discussion and conclusions -- Notes -- References -- Appendix A. Instructions for pay fairness survey instrument -- Appendix B. Coding scheme for pay fairness determinants -- Appendix C. Items for horizontal and vertical individualism and collectivism -- Chapter 9. Individualism and collectivism in Lebanon: Correlations with socioeconomic factors and effects on management and human resources practices -- Introduction -- Research Questions -- Literature Review -- Theoretical Framework -- Method -- Results -- Discussion -- Conclusion and Limitations -- References -- Appendix. Selected items for vertical and horizontal individualism and collectivism -- Chapter 10. Family-friendly employment practices: Importance and effects in India, Kenya, and China -- Family-friendly human resource policies -- The impact of family-friendly policies on work attitudes -- Research methods -- Results.

Discussion and implications -- Acknowledgments -- References -- Chapter 11. International human resource management in the Indian information technology sector: A comparison of Indian MNCs and affiliates of foreign MNCs in India -- Introduction -- Literature review -- Methodology -- Qualitative findings -- Results of the survey -- Conclusions -- References.